This essay discusses the contemporary issues in HRM in the healthcare industry, including lack of employee retention and productivity, talent management, work-life balance, recruitment, teamwork, and their impact on patient health.
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Running Head:Attracting And Retaining Staff1 ATTRACTING AND RETAINING STAFF
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Attracting And Retaining Staff Table of Contents Introduction......................................................................................................................................3 Contemporary issue in HRM...........................................................................................................3 Lack of employee retention and productivity..................................................................................3 Lack of talent management in the healthcare sector........................................................................4 Work-life balanceissue among nurses............................................................................................6 Recruitment issue in the healthcare sector.......................................................................................7 Lack ofteamwork in healthcare care setting...................................................................................9 Impact of HRM issue on patient's health.......................................................................................10 Conclusion.....................................................................................................................................11 References......................................................................................................................................12
Attracting And Retaining Staff Introduction Human resource management controls many issues like employee relation, staff retention and recruitment, legal matters. In this essay, the healthcare industry is chosen. The human resource practices improve the overall patient health delivery and outcomes of healthcare services. The HR department gains profit by overcoming all the challenges such as health care regulation,economicinstabilities.Inthisessayvarioushealthcarerelatedissuessuchas employee retention issues due to job dissatisfaction, stress and other contemporary issues in HRM are going to discuss. Proper management in human resource provides a high-quality service to the patient whereas poor management causes life and death factor for the patient. Contemporary issue in HRM Lack of employee retention and productivity The human resource is significantly important in any healthcare industry to run smoothly. The human resource department depends on the ability of the employees like nurses and other staffs to provide the patient with the best services in an efficient manner. According to Asegid, Belachew&Yimam(2014) inthehealthcareindustry,theanticipatedturnoverandjob satisfaction among the nurses are great factors. Employee retention The qualified nurses are not retained and separated from the health industry and as a result, there is a significant vacancy in the operation which effects in providing the service to the customer.
Attracting And Retaining Staff Thus the turnover of the nursing workforce occurs in the healthcare system. The causes of turnover in the workforce are the environment in the working area and the group cohesion with other major factors such as recognition of the work, professional training. Employee retention is concerned in all healthcare industry as the employee turnover is disruptive and costly. In order to mitigate the turnover problem in the organization, the manager needs to focus on the implementation of the working environment rather than trying to improve the retention policy of the nursing experience. Along with the increasing number of patient, the nurse retention is also increasing and it is a big factor in the healthcare industry (Kossivi, Xu, & Kalgora 2016). Job satisfaction In the healthcare industry, the quality of services and productivity depend on the organisation’s ability to manage the human resource. Job satisfaction refers to the individual's positive and negative feeling regarding their jobs. Job satisfaction is motivational and also it increases the job performance.Obedgiu (2017)stated that there are various factors which are responsible to influence the nurses to leave their jobs such as reward, recognition, compensation, work-life balance and working environment. The population is increasing rapidly so there is a high demand in healthcare service. In order to serve better, the healthcare organisation must have efficient and sufficient staffs. The wage is also an important factor in nurse retention. Due to the lack of organisation culture all the nurses are facing challenges which cause job satisfaction. Lack of talent management in the healthcare sector One of the fastest growing industries is healthcare. Baker (2014) asserted that the healthcare industry provides the best and quality care to the patient. It requires well trained medical professionals, doctors, nurses, medical residents the healthcare organisation also needs
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Attracting And Retaining Staff support staffs which refers to the people who are involved in transactional operations and the front desk. The higher authority has to take well-formed decision in managing the strength the of employees in the health sector. Limited opportunity to improve the performance Due to lack of career advancement opportunities, the health professionals are facing various challenges. The lack of training hampers the career growth and skill development. The nursing development programs include education, in-house skills training, technological training and innovation of the opportunity. Bhattacharyya (2015) pointed out that due to inadequate training and development the hospital staffs are demotivated, dissatisfied and unfocused. Increased workload Increasing work pressure leads to a big challenge in the healthcare organisation. The staffs in the healthcare sector leave the job due to increased workload, poor work culture, lack of technology and absence of reward. In the healthcare industry working in multiple shifts affects in work-life balance, physical and mental health, increase fatigue. The nurses and other staffs are demotivated and leave the job due to the lack of recognition and appreciation. Inefficiency in measuring the performance In the healthcare industry, it is very important to provide the high-quality service and patient-centric service. This requires the commitment.According to Ramadeviet al.(2016)due to the absence of systematic performance measurement, it is very difficult to review the performance of the staffs. So it is very important not to undervalue the document performance and performance evaluation constantly. Inability to organise the goal
Attracting And Retaining Staff For any healthcare organisation, the goals need to organise. Due to the absence of measuring the goals all the staffs are not aware of their task. According to Syed & Kramar (2017)to measure the performance and accountability it is very important to set a well-defined goal. Due to the absence of measuring the goal employee turnover and dissatisfaction are increased. Inconsistency in reviewing the performance Due to the absence of goals, it is very challenging to track the performance of the staffs of the health sector. The performance evaluation from the managers provides real-time feedback to the staffs. Due to the inconsistency reviewing the performance there is difficulty in achieving the goal successfully. Work-life balanceissue among nurses Work-life balance is a measure to control the when, where and how the people will work. Work-life balance separates the work and responsibilities from the personal life. According to Petros(2014),thenursesareconcernedwithconstantresponsibilitiessotheybecome overwhelmed. The nurse provides 24 hours service so the emptying they have a syndrome of emotional exhaustion, depersonalisation, detached from the family and reduced the personal accomplishments. They feel disinterested and apathetic and unable to connect with the patient. The barriers of the work-life balance are as follows. Being professionals The job role of the nursing is to provide care to the patient whenever they needed. So they are unable to give time to the family which disrupts the work-life balance.Ghenta (2015)
Attracting And Retaining Staff asserted thatthe unbalanced work-life creates a negative impact on the nurses and other staffs which causes job satisfaction and decrease the nurse’s quality of life. Giving people 24 hours service The nurses are doing day shift as well as night shift.Ganapathy & Ashokkumar (2017) pointed out thatthey provide 24 hours services to the patient. This not only affects their physical but also their mental health. Due to overwork stress, the work-life balance break and they cannot live a life happily with their family. Working condition and working environment also affect the work-life balance structure. Most of the nurses are overworked and for that, they are in a state of work-life imbalance. Give reaction to the entire patient The job of the nurse is to look after each and every patient and give reaction to everyone. As the number of nurses is reducing so the workload is increasing which disrupt the work-life balance. As a result, the nurses leave their jobs due to the excessive work pressure. Due to the unbalanced work-life balance, the nurses are demotivated, dissatisfied. It also creates many physical and mental health-related issues (Onken-Menke, Nüesch & Kröll 2018). Recruitment issue in the healthcare sector Hiring and Recruitment in health industry are very challenging for factor for the recruiter. Lasala (2017) asserted that in order to hire the highly qualified healthcare professionals the HR and recruit managers have to struggle. Due to the poor infrastructure, the staffs are separated from the workforce and leave their job. The health industry is not able to provide the quality services due to the rising in vacancies. The main issues for recruitment and distribution of the
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Attracting And Retaining Staff staffs along with the retention of the staffs have significant effect on the healthcare industry. In order to recruit healthcare professionals, the organisation is facing many obstacles. Supply of low talent This is an arguable issue to hire the qualified employee. It is very necessary to bring high talent to provide the best service to the patient. The number of nurses and physician are dwindling with an aging population. There is a high demand for qualified physician and nurses in the healthcare industry. Quality Employees finding In the healthcare industry, the quality of professionals is a very big issue. In order to provide the highest quality services, the healthcare organisation cannot deal with low-quality physicians and the shortage of nurses. Hiring potential staff members from a high-quality medical institution are very crucial for a reputed healthcare organisation. The HR and the recruit managers should recruit form the talent pool of properly certified and educated (Khamisaet al. 2015). Challenges on the basis of location In order to find a sufficient number of staffs with highly qualified is not a big issue for the healthcare recruiters. In the metropolitan area finding the qualified physicians and nurses is not a problem but in rural area is little bit difficult. In rural areas, the organisation has to pay high wages to recruit. Limitation in diversity In the medical field, the diversity is a very critical issue. In the healthcare organisation if the staff members belong to a different background then the patient get more benefits. It
Attracting And Retaining Staff increases the patient satisfaction. Depending on the location diversity is a big challenge for the healthcare sector (Gibson, Dixon & Abrams 2015). Lengthy recruitment The most adulating challenge faced by the healthcare industry is the lengthy recruitment cycle. In order to fill the vacancy of a specific healthcare position, it takes several months in a year. The existing staffs are overworked and many of them leave the job so it is necessary to fill the gap. Due to the lengthy recruitment cycle, the patient is not satisfied with the services provided by the healthcare sector. Lack ofteamwork in healthcare care setting The healthcare industry is accountable to provide the services on the emergency basis. So in the case of teamwork it is very important to provide effective services. There is a high demand for physicians and nurses in the healthcare industry. According to West & Lyubovnikova (2013) if the people need any medical attention so they cannot be refused so the work pressure for the medical staffs is increasing. In order to mitigate this problem, the teamwork is needed as the teamwork enables the healthcare sector to divide the workload among the entire workforce. The organisationalsupport,teamstructure,teamtaskaffectstheteamandleadership.The organisational support from the team member plays vital role in not only achieving the goal but also increasing the job satisfaction of the staffs. The teamwork helps to improve a productive and friendly environment which helps the nurse to work efficiently. A successful team includes various characteristics. Shared goals
Attracting And Retaining Staff In the healthcare organisation, the team including patient, family and other support persons organise clearly defined goals. Das & Baruah (2013) stated that due to the absence of goal the staffs are demotivated. So setting an effective goal is very important which elaborate the shared ownership and collective interests. Clear the job role Each and every team member’s responsibilities function and accountabilities need to clear as it optimizes the team efficiency. This also clears the mutual trust and respect. The Healthcare organization will not able to achieve the goal due to inefficient communication among the staffs. In a strong team each member respect and appreciate the other's roles and talent. The lack of teamwork increase discrimination and effective encourage the diversity of team member's opinion. Effectiveness in communication In order to achieve the success in the teamwork effective communication is crucial. Due to the lack of effective communication, misunderstanding and confusion occur among the team members and they face many issues regarding their task. The team has accessible and consistent channel for completing the effective communication (Coursera, 2018). Leadership Effective leader helps the team to improve the coach and coordinate the activities of other members. Due to the lack of effective leader the team will not able to achieve the goal. Due to lackof explicitcoordinationand othermiscommunicationthe teamworkleadstofailure (Bataldenet al. 2015).
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Attracting And Retaining Staff Impact of HRM issue on patient's health In the healthcare sector, the medical errors are the main reasons behind the number of increase in deaths. James (2013) asserted that in the healthcare industry,the reasons behind the medical errors are immense work pressure on the workforce. The Healthcare industry relates to the amount of emergency and the service provided by the health sector cannot afford the loss. This is a major issue. The health organization needs to check the medical instrument so that if the there is any abnormality in the medical report it can be identified. As on the basis of the correct evidence, doctor is able to diagnosis the illness of the patient. The behavioural control is the principle form to manage and control the nurses, allied health workers, and the junior doctors. In order to manage the senior physician's elements of commitment based HRM as well as input, output and behaviour controls need to consider. Low level of investment in the recruitment and transactional human resource activities lead to a negative job attitude such as frustration among the professionals of the healthcare sector. The inappropriate use and overuse of behavior controls prohibit the healthcare managers to engage and motivate the staffs to work efficiently (Humanresourceedu,2018). Conclusion In this essay, the impact of human resource management system in the health sectorhas been described. In the healthcare industry, the human resource practice improves the overall patient health delivery and outcomes of healthcare services. In order to use the human resource practice, the healthcare industry has faced a lot of contemporary issues such as employee retention and job satisfaction. Due to the improper working environment, excessive work pressure, poor work cultures the nurses and other medical staffs leave the jobs. A lot of issues regarding talent management have analysed. Due to the lack of low talent supply, diversity
Attracting And Retaining Staff limitation and other problems for recruitment process are described. The unbalanced work-life among the nurses and the impact of human resource management on patient's health are described in this essay.
Attracting And Retaining Staff References Asegid,A.,Belachew,T.,&Yimam,E.(2014).Factorsinfluencingjobsatisfactionand anticipatedturnoveramongnursesinSidamazonepublichealthfacilities,South Ethiopia.Nursingresearchandpractice,2014.Retrievedfrom <https://www.hindawi.com/journals/nrp/2014/909768/abs/> Baker, T. (2014).Attracting and retaining talent: Becoming an employer of choice. Berlin: Springer.Retrievedfrom<https://books.google.co.in/books? hl=en&lr=&id=QUDtAwAAQBAJ&oi=fnd&pg=PP1&dq=Attracting+and+Retaining+st aff&ots=7_cPTHb08t&sig=JutTv3kz554bq6tNkWtWX8- geGU#v=onepage&q=Attracting%20and%20Retaining%20staff&f=false> Batalden, M., Batalden, P., Margolis, P., Seid, M., Armstrong, G., Opipari-Arrigan, L., & Hartung, H. (2015). Coproduction of healthcare service.BMJ Qual Saf, bmjqs-2015. Retrievedfrom<https://qualitysafety.bmj.com/content/early/2015/09/16/bmjqs-2015- 004315? utm_source=trendmd&utm_medium=cpc&utm_campaign=bmjqs&utm_content=consum er&utm_term=0-A> Bhattacharyya, D. K. (2015).The Magnetic Organization: Attracting and Retaining the Best Talent. London: SAGE Publications. Retrieved from <https://books.google.co.in/books? hl=en&lr=&id=Wl- JCwAAQBAJ&oi=fnd&pg=PT11&dq=Attracting+and+Retaining+staff&ots=0WREsVE W19&sig=uR4rd3b1DVWVK8THiUvWfiyzXBM#v=onepage&q=Attracting%20and %20Retaining%20staff&f=false>
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Attracting And Retaining Staff Coursera, (2018),Human Resource Management: HR for People Managers Specialization Retrievedfromhttps://www.coursera.org/specializations/human-resource-management> on 19/9/2018 Das, B. L., &Baruah, M. (2013). Employee retention: A review of literature.Journal of Business andManagement,14(2),8-16.Retrievedfrom<Employeeretention:Areviewof literature.> Ganapathy,S.,&Ashokkumar,M.(2017).ASTUDYONHUMANRESOURCE MANAGEMENT PRACTICES (HRM) AND JOB SATISFACTION OF EMPLOYEES OF PARAMEDICS IN PRIVATE HOSPITALS.International Journal of Management ResearchandReviews,7(5),584-595.Retrievedfrom https://search.proquest.com/docview/1914089197?accountid=188056 Ghenta, M. (2015). 'Performance management in social and healthcare services for older persons: Effects on the relationship with beneficiaries and family members'.European JournalofMentalHealth,10(2),222-232. doi:http://dx.doi.org/10.5708/EJMH.10.2015.2.8 Gibson, C. J., Dixon, B. E., & Abrams, K. (2015). Convergent evolution of health information managementandhealthinformatics:aperspectiveonthefutureofinformation professionals in health care.Applied clinical informatics,6(1), 163. Retrieved from < https://scholar.google.co.in/scholar? start=20&q=human+resource+management+in+health+care+html&hl=en&as_sdt=0,5&a s_ylo=2014 >
Attracting And Retaining Staff Humanresourceedu(2018),WhatisHumanResource?Retrievedfrom <https://www.humanresourcesedu.org/what-is-human-resources/>on 19/9/2018 James, J. T. (2013). A new, evidence-based estimate of patient harms associated with hospital care.Journal of patient safety,9(3), 122-128.Retrieved from < Khamisa, N., Oldenburg, B., Peltzer, K., & Ilic, D. (2015). Work related stress, burnout, job satisfaction and general health of nurses.International journal of environmental research andpublichealth,12(1),652-666.Retrievedfrom<https://www.mdpi.com/1660- 4601/12/1/652/htm> Kossivi,B.,Xu,M.,&Kalgora,B.(2016).Studyondeterminingfactorsofemployee retention.OpenJournalofSocialSciences,4(05),261.Retrievedfrom< http://www.scirp.org/journal/PaperInformation.aspx?paperID=66904 > Lasala, K. (2017). Nursing workforce issues in rural and urban settings: Looking at the difference in recruitment, retention and distribution.Online Journal of Rural Nursing and HealthCare,1(1),8-24.Retrievedfrom <https://rnojournal.binghamton.edu/index.php/RNO/article/view/499> Obedgiu,V.(2017).Humanresourcemanagement,historicalperspectives,evolutionand professional development.The Journal of Management Development,36(8), 986-990. Retrieved from https://search.proquest.com/docview/1933856458?accountid=188056 Onken-Menke, G., Nüesch, S., & Kröll, C. (2018). Are you attracted? Do you remain? Meta- analyticevidenceonflexibleworkpractices.BusinessResearch,11(2),239-277. Retrieved from <https://link.springer.com/article/10.1007%2Fs40685-017-0059-6>
Attracting And Retaining Staff Petros, P. (2014). The effect of human resource practices on employee performance in hospitals: A systematic review.Journal of Alternative Medicine Research,6(1), 19-26. Retrieved from https://search.proquest.com/docview/1626775092?accountid=188056 Ramadevi, D., Gunasekaran, A., Roy, M., Rai, B. K., & Senthilkumar, S. A. (2016). Human resource management in a healthcare environment: Framework and case study.Industrial and Commercial Training,48(8), 387-393. doi:http://dx.doi.org/10.1108/ICT-03-2016- 0014 Syed, J., & Kramar, R. (2017).Human resource management: A global and critical perspective. London:MacmillanInternationalHigherEducation..Retrievedfrom <https://books.google.co.in/books? id=m9QnDwAAQBAJ&pg=PA223&lpg=PA223&dq=Attracting+and+Retaining+staff+ by+Kramar&source=bl&ots=J5fhjFbuQL&sig=iH4oNikWQ7cz9pdKYcn0JuJJEKg&hl= en&sa=X&ved=0ahUKEwiBk7X3kIfbAhUFNI8KHXMrB40Q6AEIXzAI#v=onepage& q=Attracting%20and%20Retaining%20staff%20by%20Kramar&f=false > West, M. A., & Lyubovnikova, J. (2013). Illusions of team working in health care.Journal of healthorganizationandmanagement,27(1),134-142.Retrievedfrom< https://www.emeraldinsight.com/doi/pdfplus/10.1108/14777261311311843 >