Hrm Issues in Health Care Sector in Australia

Running head: HRM ISSUES IN HEALTH CARE SECTOR IN AUSTRALIA
HRM ISSUES IN HEALTH CARE SECTOR IN AUSTRALIA
Name of the Student:
Name of the University:
Author Note:

1HRM ISSUES IN HEALTH CARE SECTOR IN AUSTRALIA
Table of Contents
1. Introduction:.............................................................................................................................2
1.1 Objective of the study:...........................................................................................................2
1.2 Research Questions:...............................................................................................................2
2. Literature Review:....................................................................................................................2
2.1 Concept of Recruitment in Healthcare:.................................................................................3
2.2 Concept of Employee Burnout:.............................................................................................3
2.4 Concept of Training and Development:................................................................................4
2.5 Concept of Wage Management:............................................................................................4
2.6 Concept of Complex Compliance Standards:........................................................................4
2.7 Concept of Revolutionary New Technology:.......................................................................4
2.8 Concept of Regulations: Keeping Compliant......................................................................5
3. Research Methodology:............................................................................................................5
3.1 Data analysis technique:........................................................................................................5
4. Conclusion:...............................................................................................................................5
5. References:...............................................................................................................................7

2HRM ISSUES IN HEALTH CARE SECTOR IN AUSTRALIA

3HRM ISSUES IN HEALTH CARE SECTOR IN AUSTRALIA
1. Introduction:
This paper focuses on the findings of the issues of the health care sector in Australia.
Healthcare is one of the most significant industries in all over the world. There are such issues
that health care sector faced such as recruitment in healthcare, employee burnout, high turnover
rates and retention, training and development, wage competition, complex compliance standards,
revolutionary new technology.
1.1 Objective of the study:
i. To analysis the issue of HRM in the health care sector in Australia.
ii. To observe and analysis the other facts that motivate the patients.
1.2 Research Questions:
1) What are the issues of HRM in the healthcare sector in Australia?
2) What are the improvements that needed for the health care sector?
3) What are the recommendations for the health care sector for their better services that
motivates the patient party?
2. Literature Review:
Human resource professionals in the medical field need to be associated with professions in
improving and growing staff engagement, job satisfaction and quality of patient care. The
healthcare sector could be stressful and challenging if the patient party did not support and
cooperate with the doctors and nurses. Human resource professionals in all industries face the
challenges of today’s market and tomorrow’s uncertainty (Agarwal et al. 2016).

4HRM ISSUES IN HEALTH CARE SECTOR IN AUSTRALIA
2.1 Concept of Recruitment in Healthcare:
As staffs of the baby boomer continue to age, for medical professionals, so many of them
create a considerable workload and require increase medical treatment. Most of the nursing
school is infamous for the limited capacities of all the nursing programs and not enough supply
to meet the demand. Thus the nurses wait for finally receiving their scope to receive proper
training. So many numbers of nurses of this generation are retiring with baby boomers ageing,
leaving a massive amount of opportunities in the hospitals they used to work. The issue mainly
exacerbated by the shift toward millennial professionals who value different things than their
predecessors (Papadopoulos et al. 2016).
2.2 Concept of Employee Burnout:
Staff shortage and compounding effect on employee turnover is the main issue of
employee burnout. Employee burnout harms both patient safety and care, like mental, emotional.
There is a significant correlation between the burnout rates and increase infection rates of the
patient (Allen , Holland and Reynolds 2015).
2.3 Concept of High Turnover Rates and Retention:
A high turnover rate is another problem in the healthcare industry. Most of the hospital
costing in between five to eight million dollars yearly to replace departing nurses. Human
resource professional of the health care department, growing demand and shrinking talent
opportunities will require more innovative solutions to less turnover and increased retention at all
levels of the workers (Radford, Shacklock and Bradley 2015).

5HRM ISSUES IN HEALTH CARE SECTOR IN AUSTRALIA
2.4 Concept of Training and Development:
Nowadays, the employee in the health care sector is looking to learn and gain new skills
for better opportunities. Conducting this kind of training is a critical task of the human resource
department in the health care sector and also costly. But the costs of recruitment and training
replacements are far higher. In addition to medical credentialing, human resource assigned to all
other training and development session. Compliance training is compulsory, as may be a session
on sexual harassment r and other workplace problems (Sonnino 2016).
2.5 Concept of Wage Management:
For smaller facilities, competition with the wage level is impossible. As the market for
talent overgrows, wages are slowly beginning to rise. Human resource department of the
healthcare sector succeeds in winning the talent’s war; they sometimes turn to work-life balance
choices to draw attention.
2.6 Concept of Complex Compliance Standards:
Healthcare professionals mainly deal with life and death scenarios daily. But these
critical compliance standards still difficulties for human resource departments. Human resource
professionals in the health care sector also need to able to property clarify their organization’s
variable- hour workers and accurately track each staff’s work duration (Ahsan and Rahman
2017).
2.7 Concept of Revolutionary New Technology:
Technology saves time, makes it more comfortable and convenient. In the health care sector,
new technology helps medical professionals to save more lives. But frequently changing
technology also presents an issue to human resource departments because staffs must be

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adequately trained to use new techniques which save both time and resources (Sullivan et al.
2016).
2.8 Concept of Regulations: Keeping Compliant
As every business in every sector knows, making money requires spending money.
However, hospital budgets can be compact, and a multiple of funding constraints exist. So, they
need to toe the line between offering attractive salaries while staying within the limits of the
budget and finding areas where costs can be cut to accommodate. In information technology,
where human resource platform can be resolved in areas like scheduling and payroll, reducing, or
eliminating, internal expenditures on hardware and application upgrades and even offering
automated maintenance (Katuu and Van der Walt 2016).
3. Research Methodology:
3.1 Data analysis technique:
The data analysis has been done on the quantitative data that has been accumulated
through the data collection method. The secondary data collected from the critiquing articles,
journals and websites of some Australian hospitals. These data will be further malformed into
numeric data for precise evaluation in a descriptive way.
4. Conclusion:
Therefore, from the above discussion, it can be concluded that the organizations in
healthcare should maintain a full structure of qualified employees via a proper applicant
tracking software system, offer attractive compensation and benefits packages to newly hires
employees. It involves the present staffs with an engaging work environment, the chances of
career advancement and training and development, physical safety is essential regularly.

7HRM ISSUES IN HEALTH CARE SECTOR IN AUSTRALIA
Access to drugs, stressful conditions and other factors put the workplace at risk, for the
healthcare professionals, technological upgrades and changing the way of medicine is up to
date every day, as patient party information shifts to digital, issues of safety and privacy and
data protection become more essential. Regulations on patients data security will create some
pressure on healthcare human resource professionals and add to the interest in digital tools
and mobile- these are the suggestions for this research and further research.

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5. References:
Agarwal, R., Green, R., Agarwal, N. and Randhawa, K., 2016. Benchmarking management
practices in Australian public healthcare. Journal of health organization and management, 30(1),
pp.31-56.
Ahsan, K. and Rahman, S., 2017. Green public procurement implementation challenges in
Australian public healthcare sector. Journal of Cleaner Production, 152, pp.181-197.
Allen, B.C., Holland, P. and Reynolds, R., 2015. The effect of bullying on burnout in nurses: the
moderating role of psychological detachment. Journal of Advanced Nursing, 71(2), pp.381-390.
Katuu, S. and Van der Walt, T., 2016. Assessing the legislative and regulatory framework
supporting the management of records in South Africa's public health sector. South African
Journal of Information Management, 18(1), pp.1-7.
Papadopoulos, I., Shea, S., Taylor, G., Pezzella, A. and Foley, L., 2016. Developing tools to
promote culturally competent compassion, courage, and intercultural communication in
healthcare. Journal of Compassionate Health Care, 3(1), p.2.
Radford, K., Shacklock, K. and Bradley, G., 2015. Personal care workers in Australian aged
care: Retention and turnover intentions. Journal of nursing management, 23(5), pp.557-566.
Sonnino, R.E., 2016. Health care leadership development and training: progress and
pitfalls. Journal of healthcare leadership, 8, p.19.
Sullivan, C., Staib, A., Ayre, S., Daly, M., Collins, R., Draheim, M. and Ashby, R., 2016.
Pioneering digital disruption: Australia's first integrated digital tertiary hospital. Medical Journal
of Australia, 205(9), pp.386-389.

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