Effective Workforce Management in Health Clinics

The work design in health clinics is crucial to overcome alienation, job dissatisfaction, and boost productivity. However, according to the case study, there is a lack of work design in these clinics, which affects employees, patients, and doctors. Talent attraction and selection are also important processes that require attracting candidates through various means, followed by selecting the best fit for the organization. Managing occupational health and safety is vital to ensure the well-being of both employees and patients. The HR practitioners play a complex role in performing multiple roles to achieve organizational goals.

Contents
Part 1.....................................................................................................................................................2
Part 2.....................................................................................................................................................9
Multiple Choice...................................................................................................................................13
Short Answer Questions......................................................................................................................13
1

Part 1
 Evolution of HRM
As the name specifies, the meaning of the Human Resource Management is the process of
managing the manpower or in other words, it is the process of managing the various human
resources of any type of organization. For the successful completion of the various tasks
being performed in an organization, the Human Resource Management is very important in
the day today’s world. Human Resource Management is being assumed as a more critical role
to be performed by any type of organization, due to an increase in knowledge and technology
being used for the accomplishment of the various tasks. According to the case study, we
came to know about the stress on the doctors working at different locations of the country
while delivering a large number of services to their patients. From the case study, we came to
know about a huge ratio difference between the doctors and the patients. A health care center
requires a well-qualified and reliable staff for providing or delivering, an adequate health care
services to the patients. The expert staff or members are necessary for any of the health care
centers so that, there should be less number of complaints made by the patients regarding to
the several services being provided to them by the health care reforms. As mentioned in the
case study, a large number of problems are being faced by the practice managers at various
health centers like Channel Medical Center, Woodcroft Medical Center, etc. The doctors
available in these locations are very less so therefore, the present one’s has to work for more
than eleven hours each day.
Pros:
2

 With the use of strategic human resource management the health reform or the
centers working in different-different locations of the country can easily provide a
large number of facilities to the patients.
 Helps in decreasing the stress by their own.
 It is the responsibility of the human resource manager to hire those employees for the
hospitals or the health centers, who can easily understand the importance and critical
phase of patient-centric care.
 It is the additional duty of the manager that he/she should keep the staff or the other
members satisfied by making several efforts, which helps in retaining the best people
of the class.
Cons:
 Time consuming process.
 List of duties needs to be performed for the job.
 Large number of organizational responsibilities.
 The Context of Human Resource Management
According to the human resource management the whole criteria for meeting the standards of
the organization depends upon various types of steps. It is the duty of the management to
define the roles and the functionality of the staff working in the organization. In this staffing
process, the role and the duties of each and every employee should be clearly defined. While
the process of recruitment, the organization should make the use of the competitive
recruitment process so that, well qualified staff can be recruited for the organization. The
workers working in the health department should completely know about his/ her job
3

description and the responsibilities, which he or she has to perform. The management should
take some serious steps for evaluating the performance of each and every individual working
in the organization. The results of the performance should be communicated to the board of
the organization/hospital. The management should take care of that every employee delivers
his/her service in an appropriate and adequate manner. Working of various reputed hospitals
like Wales Hospital, Bumrungrad International Hospital, etc. is completely dependent on the
human resource management process. According to the case study, the shortage of the
doctors in the various medical centers is the major problem, therefore, for solving this type of
problem the management should keep an eye on the strength of the doctors required in those
clinics.
Pros:
 This will help the organization in the managing process of the employees working
in the organization/ hospitals.
 With the help of this the management can easily recruit new employees as per
according to the requirement of the clinics/hospitals.
 The human resource management provides the facility of evaluating the strength
of the doctors well as any other employee required.
Cons:
 It is a long process and requires a lot time for its implementation.
 A large number of processes need to be carried out for its successful implementation.
 Requires, a large number employees to be recruited for the working of the different-
different departments coming under the human resource management process.
4

 Management of Performance
Management of the performance is an important step for evaluating the factors responsible
for quality improvement. This step of management performance provides a complete
description about what the hospitals are actually doing, which directly influences the actual
targets of the hospitals/clinics. The complete process of the management of performance
consists of various steps which are as mentioned below.
Findings – For measuring the performance in the hospitals the management needs to take
several public satisfaction surveys and should also inspect on a regular basis. Inspections
done by the management help in measuring the safety requirements of the patients. The
management performance helps in defining the performance of the employees individually
depending upon the policy considerations. Various hospitals like Royal Adelaide Hospital,
Queensland government –Sarina hospital and primary center, etc. are working according to
the policies issued by the government of the country. All the hospitals and the clinics of the
country are delivering their services according to the Australian Government, i.e., according
to the guidelines of Australian Institute of Health and Welfare.
Policy Considerations - Depending upon the policy considerations the management needs to
describe the values and the roles of the various stakeholders of an organization/hospital. The
management performance should be designed in such a way so that, it directly influences its
main aim of improving the performance of the clinics rather than to identify the failures of an
individual working in that health center or clinics.
Methods of performance measurements:
 Inspection on regular basis.
 Assessments delivered by third-party.
5

 Assessments delivered by the department internally.
 Statistical indicators.
Public disclosure – In this step, all the activities or operations being performed by the
hospitals/ clinics are displayed to the public for attracting the patients towards them.
Pros:
 It helps in increasing the interest of the public by modifying their choices.
 It helps in evaluating the overall performance of the organization rather than to
evaluate the performance of an individual.
 It helps in providing a large number of informants rather than to rely on a single
source of data.
 It helps an organization in improving its overall performance by giving a large
number of ideas and many other supports on a technical basis.
Cons:
 Approaches being used in the measurement performance have to face various
technical and behavioral approaches
 For defining the active ingredients they have to suffer from the lack of general
evidence.
 Due to an individual’s lack of knowledge the chances of the performance failure
became higher and higher.
 Reliable methods are necessary for evaluating the measurements of various validated
standards.
 Talent Attraction and Selection
6

In the talent attraction and selection phase the process of attracting the new employees
towards the organization is being carried out. In this process, the management of the
organization recruits new employees in their organization/ hospitals according to their own
requirements by selecting the candidates, while performing several tasks. The Talent and the
Selection process consist of various types of steps or we can say that, it consists of various
factors which are as discussed below.
Identifying Core skills – In this step, the management takes several steps for identifying its
important goals, which are very necessary to be achieved. In this step the management makes
a list of core skills required by their organization and then further, it also identifies various
methods for achieving those goals. This step is very helpful in selecting the suitable
candidates for the organization.
Talent attraction – In this step, the management takes serious actions for attracting the people
towards their organization/hospitals. This is the main step in which, the organization displays
or we can advertises about their policies so that they can attract more and more people
towards them. The management should use the method of advertisement for advertising the
information about the position, etc., which automatically attracts more and more people
towards their organization.
Recruitment and Selection – this is the main step of the Talent Attraction and Selection
process. In this step, the management of the clinics or any other organization completely
focuses on the recruitment of the new staff for their organization. The complete recruitment
process mainly depends upon the goals of the organization by attaining a strategic direction
while accomplishing the recruitment process. From the case study, we came to know that, the
government and the other members of the management are not taking suitable actions
regarding to the recruitment of new doctors, which increases the workload on the doctors
7

working at present and it also influences the health of those doctors due to long working
shifts. Therefore, the government needs to take several important steps for recruiting the new
doctors and other practitioners in those clinics/hospitals.
Pros:
 Helps in identifying the core skills of the new employees.
 Provide various methods for recruiting new staff as per according to the need of
the organization.
 Helps in creating various selection policies.
 Provide complete information about the main goals of the organization.
 Helps in understanding the important impacts of the local area.
 Provide various raw facts about the various internal and external factors affecting
the workforce profile.
Cons:
 Reviews about various business strategies are required.
 It does not provide any information about the turnover, etc.
 Evaluating the level of technical competency is difficult.
 Diversified workforce is necessary.
 Specialized and experienced staff is mandatory.
8

Part 2
 Work Design
Work design is an arrangement which is being used in almost every small, medium and large
organization for overcoming the alienation of the various employees working in that
particular organization. The work design is also very helpful while overcoming from the
several conditions of job dissatisfaction, which actually comes into existence due to various
repetitive tasks being performed in the organization from a long period of time. According to
the case study, the health clinics/centers are not using a good work design or we can also say
that there is no work design is being used by any of the organizations described in the case
study. The shortage of the doctors as well as other practitioners shows the lack of work
design in the clinics. Due to irrelevant work designs the doctors as well as the patients of the
regions are facing various types of problems. The work design is responsible for the boosting
the process responsible for the productivity or while delivering a large number of services to
the patients. It helps in motivating the employees of the health centers for delivering good
quality of services to the patients. The complete process of motivating and rewarding the
employees can be easily done through non-monetary rewards being given to the employees
from the management. Work design can also be defined as job design which helps in
delivering non-monetary rewards like job satisfaction, etc., by achieving a greater sense of
various personal achievements. The work design also depends upon the various factors
affecting the environment of the workplace. The various factors affecting the environment are
like a sense of place, facility of providing personal rooms or we can say separate rooms, way
of communication of the staff with patients, noise or any other type of violence in the clinics,
etc. all these factors play an important role in the work design of the hospitals or any other
organization working in the country. Many hospitals like Forest Park Medical Center,
9

Rudolfinerhaus, Hospital Punta Pacifica, etc., are working and delivering a large variety of
services to the patients across the world. Depending upon the various factors described in the
given case study tells us that the health clinics in Kingston, Victoria, etc., are not using an
appropriate work design, which is also one of the major problems being faced by the patients,
doctors as well as by the other staff of the health reforms. Various multinational hospitals like
Fortis, Medanta Hospital, etc., are accomplishing their tasks depending upon work designs.
Pros:
 It helps in creating and maintaining a good work sense for the staff of the clinics.
 It directly influences the health of the patients as well as the doctors.
 It helps in decreasing the workload on the doctors as well as on the other members
working in the organization.
 It provides a large number of special facilities to the patients.
Cons
 Difficult to maintain in the small and medium organizations.
 Require a variety of surveys for maintaining the whole process.
 Directly influences the health of the patient.
 Talent Attraction and Selection
Talent attraction and the selection process play an important role in each and every
organization. It is clear from the name that in this process the management of the clinics takes
several steps for the fulfillment of their organizational requirements. Depending upon the
factors mentioned in the case study, there are no such serious actions taken place for the
recruitment of the new staff in the clinics or the hospitals. According to the step of talent
10

attraction and selection process, the management uses a variety of ideas or we can say
methods for attracting the people for their organizations. With the help of the various
attracting process the organization can easily search the desired candidate for their
organization. Hospitals working in the Kingston, Victoria, etc. needs to follow the step of
talent attraction and selection for making the best out of it. For the successful
accomplishment of the tasks the organization should advertise the vacancies by making the
use of various social media channels. These social media channels help the organization in
attracting the people towards them. After the attraction process the next important step is of
selecting the appropriate candidates. In this step, the management selects the best candidates
for their organization depending upon their qualification as well as experience.
Pros:
 An organization can easily identify the skill of each and every new candidate
while recruiting them for the job.
 Selection policies can be created through this.
 Make easier to understand the various internal and external factors affecting the
working of the organization.
Cons:
 A large number of strategies required for the successful implementation.
 Technical competence is difficult to measure.
 Experienced staff is necessary.
 Managing Occupational Health and safety
11

The management of the occupational health and safety is very necessary for each and every
individual working in any type of organization. The occupational health and safety are
equivalent to the safety measure required in any type of organization. According to the case
study, we came to know that the management and the government of the country are not
taking care of the various occupational and health safety measures of the doctors as well as of
the patients coming to the clinics for their treatment. According to the occupational health
and safety measures the government of the country should make special safety measures for
both the doctors as well as for the patients. The case study tells about the poor ratio of doctor
to the patient, i.e. 1:2000 in the Victoria. All these values show the lack of safety and
occupational measures.
Pros:
 Policy Setup
 The management and the government should have clear health and occupational
policies.
Cons:
 Staff organization – The whole staff of the organization or hospitals needs to
participate effectively and efficiently, in each and every activity responsible for the
safety measures.
 The health and safety measures are completely dependent on the competence, control,
co-operation and the last one is communication.
12

Multiple Choice
1 – Concentration on performance management staff.
2 – The effective utilization of employees for organizational goal achievement.
Short Answer Questions
1. The role of the HR practitioners has become more complex because the HR
practitioner has to perform a large number of operations. It has to perform several
roles in the organization for the sake of the organization. The HR practitioner has to
play three main roles i.e., the generalist role, specialist role, and the external role.
These three roles consists various other roles that the practitioner has to perform. This
profession is becoming complex because of the large number of roles which is
necessary for a practitioner to perform in his/ her organization.
2. Job analysis is the process of collecting information about a particular job. The job
description tells about the various important factors required for that particular job.
The job analysis is described as a cornerstone of human resource management
because it takes a long time to complete its various relevant tasks. It is a difficult
process to design a particular job for increasing or maximizing the performance of the
employees. The proper attributes are required of a candidate for performing that
particular type of job. It mainly helps in identifying the personnel needs, creating
strategies for the recruitment and in making several performance reviews.
13