[ GESTION DU PERSONNEL ET SON IMPACT SUR LE RENDEMENT DE SERVICE DANS UNE ENTREPRISE PUBLIC SANITAIRE: CAS DE L’HOPITAL GENERAL DE REFERENCE DE TSHOFA ]
Volume 45, Issue 4, June 2025, Pages 722–727
Godefroid Kalonda Kabemba1, Alexandre Munkindji Kabemba2, Leonard Ngoyi Yambayamba3, Musongiela Kamanda4, Honoré Kembe Ngama5, Patrick Katambue Nkongolo6, Georges Kasemuana7, and Kalonda Ngiele Muikula8
1 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
2 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
3 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
4 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
5 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
6 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
7 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
8 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
Original language: French
Copyright © 2025 ISSR Journals. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
In order to carry out our field investigations, our study population consisted of a sample estimated at 44 agents. The research question was whether staff were managed in accordance with legislative principles, and whether this resulted in good performance. We were subject to the hypothesis that there were irregularities in personnel management that could lead to poor service performance. Our specific objectives were to evaluate personnel management and determine its impact on service performance. To achieve these objectives, we conducted a cross-sectional analytical study based on an evaluative approach. Data collection was based on interviews and documentary analysis. Our results show that the Tshofa HGR has a staff of 44, including 11 A1 nurses (25%), 11.4% general practitioners and 6.8% laboratory technicians, and 6.8% other nurses. There are 75% new unit agents and 25% unpaid matricules. No agent is salaried in this structure: 47.7% of staff receive hazard pay; male staff represent 56.8%; no agent is better rewarded locally. The bed occupancy rate is 39% in 2019, 28% in 2018 and 25% in 2017. In view of these results, we believe that in light of the salary situation as presented above, service performance would be low at the Tshofa General Reference Hospital.
Author Keywords: management, personnel, performance, legislative, hospital.
Volume 45, Issue 4, June 2025, Pages 722–727
Godefroid Kalonda Kabemba1, Alexandre Munkindji Kabemba2, Leonard Ngoyi Yambayamba3, Musongiela Kamanda4, Honoré Kembe Ngama5, Patrick Katambue Nkongolo6, Georges Kasemuana7, and Kalonda Ngiele Muikula8
1 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
2 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
3 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
4 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
5 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
6 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
7 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
8 Institut Supérieur des Techniques Médicales de Tshofa, ISTM-TSHOFA, Province de Lomami, RD Congo
Original language: French
Copyright © 2025 ISSR Journals. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
Abstract
In order to carry out our field investigations, our study population consisted of a sample estimated at 44 agents. The research question was whether staff were managed in accordance with legislative principles, and whether this resulted in good performance. We were subject to the hypothesis that there were irregularities in personnel management that could lead to poor service performance. Our specific objectives were to evaluate personnel management and determine its impact on service performance. To achieve these objectives, we conducted a cross-sectional analytical study based on an evaluative approach. Data collection was based on interviews and documentary analysis. Our results show that the Tshofa HGR has a staff of 44, including 11 A1 nurses (25%), 11.4% general practitioners and 6.8% laboratory technicians, and 6.8% other nurses. There are 75% new unit agents and 25% unpaid matricules. No agent is salaried in this structure: 47.7% of staff receive hazard pay; male staff represent 56.8%; no agent is better rewarded locally. The bed occupancy rate is 39% in 2019, 28% in 2018 and 25% in 2017. In view of these results, we believe that in light of the salary situation as presented above, service performance would be low at the Tshofa General Reference Hospital.
Author Keywords: management, personnel, performance, legislative, hospital.
Abstract: (french)
En vue de mener nos investigations sur terrain, notre population d’étude était constituée d’un échantillon évalué à 44 agents. La question de recherche était de savoir si le personnel était géré suivant les principes législatifs et cela produisait un bon rendement. Nous avons été soumis à la vérification une hypothèse qui consistait à croire qu’il y aurait des irrégularités dans la gestion du personnel qui pourrait entrainer une faiblesse dans le rendement de service. Nos objectifs spécifiques étaient d’évaluer la gestion du personnel et déterminer son impact dans le rendement de service. Pour les atteindre, une étude analytique de type transversale appuyée par l’approche évaluative était menée. Dans la collecte des données, nous nous sommes servis de la technique d’interview et d’analyse documentaire. Nos résultats obtenus démontrent que L’HGR de Tshofa fonctionne avec 44 agents parmi eux: 11 infirmier A1, soit 25%; c’est- à-dire 11,4% des médecins généralistes et 6,8% des techniciens de laboratoire sans oublier d’autres catégories d’infirmiers présentant respectivement 6,8%. Il y a à son sein 75% d’agents nouvelles unités contre 25% des matricules non payés. Aucun agent n’est salarié dans cette structure: 47,7% du personnel touchent la prime de risque; le personnel du sexe masculin représente 56,8%; Aucun agent n’est mieux primé localement, Le taux d’occupation de lit est de 39% en 2019 28%en 2018 et 25% en 2017. Au regard de ces résultats nous pensons qu’à la lumière de la situation salariale telle que présenté ci-haut, le rendement de service serrait faible à l’Hôpital Général de Référence Tshofa.
Author Keywords: gestion, personnel, rendement, législatif, hôpital.
How to Cite this Article
Godefroid Kalonda Kabemba, Alexandre Munkindji Kabemba, Leonard Ngoyi Yambayamba, Musongiela Kamanda, Honoré Kembe Ngama, Patrick Katambue Nkongolo, Georges Kasemuana, and Kalonda Ngiele Muikula, “PERSONNEL MANAGEMENT AND ITS IMPACT ON SERVICE PERFORMANCE IN A PUBLIC HEALTHCARE ENTREPRISE: CASE OF THE TSHOFA GENERAL REFERRAL HOSPITAL,” International Journal of Innovation and Applied Studies, vol. 45, no. 4, pp. 722–727, June 2025.
