Management of Human Resources in the Healthcare Industry

This article discusses the importance of human resource management in the healthcare industry and provides an overview of various policies and strategies used by organizations. It also highlights the role of training, knowledge management, and the challenges faced by the aging workforce. The article cites various studies and research to support its arguments.

Running head: MANAGEMENT OF HUMAN RESOURCES
Management of Human Resources
Name of the Student:
Name of the University:
Author’s Note:

1MANAGEMENT OF HUMAN RESOURCES
The business of the various health care organizations in the recent times has much
expanded in the recent times (Folland, Goodman & Stano, 2016). It is a reflection of not only
the latest developments in the field of technology as well as innovations but also in the
increased number of diseases which the present day world has been exposed to due to various
reasons (Chrisopoulos, Harford & Ellershaw, 2016). These health care organizations form
the backbone of the various nations and serve them in a manner which no other industry does.
However, in the recent times it is seen that the heath care industry is facing several problems
related to the management of the human resources which forms the core of almost all the
present day industries (Folland, Goodman & Stano, 2016). This particular paper seeks to
focus on the concept of the management of the human resources in the health care sector.
“Greenfield, D., Kellner, A., Townsend, K., Wilkinson, A., & Lawrence, S. A. (2014).
Health service accreditation reinforces a mindset of high-performance human resource
management: lessons from an Australian study. International journal for quality in
health care, 26(4), 372-377.”
This article published in the “International journal for quality in health care” and
written by the authors “Greenfield, Kellner, Townsend, Wilkinson and Lawrence” in the year
2014 offers an overview of the “human resource management” policies followed by the
various health care organizations in the nation of Australia and also their insistence on the
concept of high performance within the health care organization (Greenfield et al., 2014). The
authors under consideration here stated the basic objective of the article to be “to investigate
whether an accreditation program facilitates healthcare organizations (HCOs) to evolve and
maintain high-performance human resource management (HRM) systems” (Greenfield et al.,
2014). It is significant to note that the sector of heath care is one which requires a constant
high level of performance on the part of the employees who are a part of the concerned health
care organization as any neglect on the employees might end in catastrophic disaster

2MANAGEMENT OF HUMAN RESOURCES
(Feldstein, 2012). Therefore, the authors of this particular article focused on the concept of
individual performance to enhance the overall organizational performance and the role of the
“human resource management” team in the process (Greenfield et al., 2014). The major
hypothesis which the authors use in this particular article is that the concept of individual
performance as well as the organizational performance plays a significant role in the health
care industry (Greenfield et al., 2014). The data required for the completion of the article
were collected by the author on the basis of the responses as well as the feedbacks which they
got from the “Healthcare organizations participating in the Australian Council on Healthcare
Standards Evaluation and Quality Improvement Program (EQuIP 4) between 2007 and 2011”
(Greenfield et al., 2014). The authors arrived at the conclusion that the most successful as
well as highly organized organizations in the health care sector used effective HRM policies
and also took the help of the latest developments in the concerned field (Greenfield et al.,
2014).
This article seeks to provide an overview of the various “human resource
management” policies used by the organizations in the health care industry. Therefore, this
particular article will serve as an important source of reference for the “Assessment 3 Essay”.
“Raghupathi, W., & Raghupathi, V. (2014). Big data analytics in healthcare: promise
and potential. Health information science and systems, 2(1), 3.”
This article written by the authors “Raghupathi and Raghupathi” and published in the
journal “Health information science and systems” in the year 2014 intends to provide an
overview of the concept of the data analysis in the process of the management of the various
health care organizations and the role of the “human resource management” team in the
process (Raghupathi & Raghupathi, 2014). The article also emphasis on the need of the
collection of the data related to the health care industry and the adequate use of the data for

3MANAGEMENT OF HUMAN RESOURCES
enhancing the performance of the “human resource management” team in the concerned
health care organization and also in the concerned industry (Raghupathi & Raghupathi,
2014). The basic hypothesis formed by the authors at the very beginning of the article was
that the use of the analytical data by the various health organizations is very essential for the
proper performance of the concerned organizations (Raghupathi & Raghupathi, 2014). The
authors analyzed the “human resource team” of more than 330 hospitals and the data
generated by them in a bid to derive the necessary results which were required for the
composition of this particular article (Raghupathi & Raghupathi, 2014). The authors arrived
at the conclusion that the use of the analytical data by the various health care organizations
forms one of the basic precepts of the “human resource management” team (Raghupathi &
Raghupathi, 2014).
The article gives a pertinent account of the use of the analytical data for the various
health care organizations. Therefore, this particular article will be a very valuable reference
for the “Assessment 3 Essay”.
“Bordoloi, P., & Islam, N. (2012). Knowledge management practices and healthcare
delivery: a contingency framework. The Electronic Journal of Knowledge
Management, 10(2), 110-120.”
This article published in the journal “The Electronic Journal of Knowledge
Management” and written by the authors “Bordoloi and Islam” in the year 2012 provides an
overview of the importance of the use of the “knowledge management practices” in the
various organizations related to the health care sector (Bordoloi & Islam, 2012). The basic
hypothesis which the article uses is the fact that “being a knowledge driven process,
healthcare delivery provides opportunity to incorporate knowledge management practices to
improve processes” (Bordoloi & Islam, 2012). Furthermore, the article also takes into

4MANAGEMENT OF HUMAN RESOURCES
consideration the fact the various knowledge practices a bit tough to implement in the various
organizations related to the health care industry and it is specifically here that the role of the
“human resource management” team becomes very significant. The article seeks to analyze
the various “knowledge management practices in the areas of (i) knowledge acquisition and
sharing, (ii) knowledge assimilation and application” and the role which the HRM plays in
the effective utilization of these knowledge practice frameworks (Bordoloi & Islam, 2012).
Furthermore, the article also places emphasis on the fact that the organizations related to the
health care industry should focus not only on the concept of individual but also on the overall
performance of the organization concerned as well and the HRM of the concerned
organizations should also develop effective strategies for the enhancement of the
performance of the individual employees as well as the organization. The authors for the
composition of this particular article depended on the various previously conducts researches
as well as articles and also the books and the journals to derive the information or the data
which were necessary for the conduct of the research and the composition of the article
(Bordoloi & Islam, 2012). Furthermore, the article also took into consideration the
knowledge management policies used by the various organizations related to the health care
industry.
The article offers very significant insights into the concepts of the knowledge
management practices and also the role of the “human resource management” team in the
process. Therefore, this particular article will serve as a valuable tool for the composition of
the “Assessment 3 Essay”.
“Jehanzeb, K., Rasheed, A. and Rasheed, M.F., 2013. Organizational commitment and
turnover intentions: impact of employee’s training in private sector of Saudi
Arabia. International Journal of Business and Management, 8(8), p.79.”

5MANAGEMENT OF HUMAN RESOURCES
This particular article by the authors “Jehanzeb, Rasheed and Rasheed” published in
the journal “International Journal of Business and Management” in the year 2013 intends to
give an overview of the concepts of organizational commitment as well as turnover intentions
of the employees who form an important part of the various organizations belonging to the
health care industry (Jehanzeb, Rasheed and Rasheed, 2013). Furthermore, the article also
provides an overview of the importance of the effective training programs which helps the
various employees to perform their job roles in a much better manner (Jehanzeb, Rasheed and
Rasheed, 2013). It is significant to note that the concept of training forms an important part of
the overall “human resource management” strategies as well as polices. Therefore, the
“human resource management” teams belonging to the health care industry should take active
initiative for the training process of the employees (Duckett & Willcox, 2015). This will not
only enhance the level of performance of the various employees working for the particular
health care organization but will also enhance the job satisfaction level of the employees
which in turn will decrease the rate of employee turnover which forms a major cause of
worry not only for the various health care organizations but also for the other business
organizations as well. The authors conducted surveys with “251 respondents from leading
private organizations of Saudi Arabia to collect data and testing the existing theory” in a bid
to collect the desired information or data which were necessary for the effective conduct of
the research (Jehanzeb, Rasheed and Rasheed, 2013).
This particular article provides a pertinent account of the various precepts of the
“human resource management” strategies as well as policies which are very important not
only in the genre of the health care but also in the sector of other business as well. Therefore,
this will help in the completion of the “Assessment 3 Essay” and will also serve as an
important reference.

6MANAGEMENT OF HUMAN RESOURCES
“Harrington, L., & Heidkamp, M. (2013). The aging workforce: Challenges for the
health care industry workforce. Aging, 2020, 115.”
This particular article by the authors “Harrington and Heidkamp” published in the
journal “Aging, 2020” in the year 2013 intends to provide an overview of the problems the
majority of the business organizations of the world presently are facing and more specifically
the health care industry (Harrington & Heidkamp, 2013). It is significant to note that the
majority of the employees in the health care industry are on the other side of the age and
therefore this is likely to pose a significant problem to the various organizations related to the
health care industry (Duckett & Willcox, 2015). It is true that the various employees who are
aged posses the necessary attribute of experience which is very much required in this
particular industry however this factor also considerably reduces the speed of work of these
employees and also the effectiveness of the work completed by them. The authors also argue
that the health care industry is one in which the work load is always high and therefore the
various organizations related to this particular industry need to be younger and able to
perform diverse jobs and also to work round the work which is not very feasible for the aged
employees (Harrington & Heidkamp, 2013). Therefore, it would b e apt to say that there is a
need for younger employees in this particular industry more than any other industry.
Furthermore, the article begins with the hypothesis that the older patients who form the main
customers of the various health care organizations in the nation of the United States of
America need more effective care as well as attention and therefore there is a need of an
active intervention on the part of the “human resource management” team of these health care
organizations to recruit more employees who are on the better side of the age bracket in a bid
to serve the various ageing customers in the most effective manner (Harrington & Heidkamp,
2013).

7MANAGEMENT OF HUMAN RESOURCES
The concepts articulated in this particle article by the authors regarding the ageing as
well as the effective will be very useful for the “Assessment 3 Essay” and will also serve as a
valuable reference for the completion of that particular assignment.
To conclude, the “human resource management” forms an important part of the
various business organizations and more specifically the health care industry. Therefore, it is
often seen that the various business organizations in the health care sector take the help of the
strategies as well as policies developed by the HRM of their teams in a bid to make their
workforce more effective. In addition to this, it is often seen that the effective HRM policies
also helps the various organizations related to the health care industry to enhance the level of
not only the individual performance of the employees but also the organizational performance
as a whole. Moreover, it is also seen that effective HRM policies helps the various
organizations related to the health care sector to reduce the level of their employee turnover
and also to enhance the job satisfaction level of the employees.

8MANAGEMENT OF HUMAN RESOURCES
References
Bordoloi, P., & Islam, N. (2012). Knowledge management practices and healthcare delivery:
a contingency framework. The Electronic Journal of Knowledge Management, 10(2),
110-120.
Chrisopoulos, S., Harford, J. E., & Ellershaw, A. (2016). Oral health and dental care in
Australia: key facts and figures 2015. Australian Institute of Health and Welfare.
Duckett, S., & Willcox, S. (2015). The Australian health care system (No. Ed. 5). Oxford
University Press.
Feldstein, P. J. (2012). Health care economics. Cengage Learning.
Folland, S., Goodman, A. C., & Stano, M. (2016). The Economics of Health and Health
Care: Pearson International Edition. Routledge.
Greenfield, D., Kellner, A., Townsend, K., Wilkinson, A., & Lawrence, S. A. (2014). Health
service accreditation reinforces a mindset of high-performance human resource
management: lessons from an Australian study. International journal for quality in
health care, 26(4), 372-377.
Harrington, L., & Heidkamp, M. (2013). The aging workforce: Challenges for the health care
industry workforce. Aging, 2020, 115.
Jehanzeb, K., Rasheed, A. and Rasheed, M.F., 2013. Organizational commitment and
turnover intentions: impact of employee’s training in private sector of Saudi Arabia.
International Journal of Business and Management, 8(8), p.79.
Raghupathi, W., & Raghupathi, V. (2014). Big data analytics in healthcare: promise and
potential. Health information science and systems, 2(1), 3.