Human Resource in Healthcare Management
Added on 2019-09-23
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Running Head: HUMAN RESOURCE IN HEALTHCARE MANAGMENTHUMAN RESOURCE INHEALTHCARE MANAGEMENT[Document subtitle]
HUMAN RESOURCES IN HEALTH CARE INDUSTRY 1IntroductionManaging the live resources in an organization is known as human resource management. Thisfunction helps to contribute in the increment of the performance of employees in serving theobjective of the employee. The units and department of the organization focus on systems andpolicies. Many activities are involved in the management of human resource in an organizationwhich includes recruitment of employees, designing the benefits for employees, appraising theperformance, developing and training of employees. If we talk of the hospital industry, inparticular, it overarches the serving of guests, employees, and patients. On almost daily basis, theHR industry faces numerous problems and issues about employees' welfare and grievances. Withthe help of preventive measures, HR can mitigate and solve any problem which comes to them.In this paper, we will be discussing the issues of HR in Healthcare Industry in particular and theHuman Resource management theory that is most aptly applicable to solve those issues.Furthermore, few of the many factors that motivate the employees and help to incentivize theirwork are also discussed in further sections.Human Resource in Health care IndustryIn the modern era, the industry of Health care companies is shifting towards models that arebased upon Performance. Leaders of Human Resource are staying focused on Retention,Recruitment and engagement of their executive team and workforce in the organization. Thelatest trends which are emerging in the healthcare industry are competencies and compensationfor leadership, Planning for the future, leadership for the physician, and engaging the workforce.The competencies and compensation for leadership help to provide the care based on value.Many providers shift the structures of compensation based on certain metrics like the satisfactionof patients and quality. The leaders of Human resource may face a serious challenge with thisissue as they need to find the successive CEO and side by side retaining the team of executives.If the Human Resource personnel are seasoned and stable, the organization of health care canshow stability during the transition period. In most of the companies, the existing employees maythink about shifting their roles to a next level. It can be in the way of considering the retirementor expanding the role in which they are serving currently. For the HR leader, it is very necessaryto do the succession planning for the organization. It needs to identify the Competencies and theskills which are necessary to get onboard with the organizational leadership roles.For the role ofleadership, Clinicians are called to take this role. This development is being noticed by theLeaders of HR. These leaders are not losing any opportunity to take part in the operational,clinical and strategic role also. It will become a necessary task to identify the physicians whopossess these skills and who can carefully drive these performance and excellence improvising.For an organization’s Financial as well as clinical goals to be achieved, the leaders of HR need tofind and do commitment of their efforts to engage the workforce and think about their retention(Cummings, et al., 2014).It is very important for HR to identify the norms of the workforce that can obstruct theengagement. While identifying the factors that can hamper the retention policy, the HR leaderscan think of the way to take developing the initiatives and changes in the cultural section, whichcan improve the performance metrics in the organization.
HUMAN RESOURCES IN HEALTH CARE INDUSTRY 2Be it any industry, HR issues remain almost everywhere due to diverse workforce working in anorganization. This involves a conflict of interest, De harmonization, dull atmosphere,Compensation problems, Hierarchical line of communication, Dominant managers, EmployeeGrudges, Women Safety, etc. The HR needs to know that the employees are not treated unfairly,and neither are they taken of any advantage. The actual Activities of an HR specialist involveimplementing and developing the policies related to HR, Advising the line managers to interpretthe legal framework and policies in the organization, capabilities of the employees needs to bepromoted, planning for the future needs to be envisaged, motivation of the employees to beincreased and lastly the contribution by the HR personnel in the effectiveness of the businessneeds to be demonstrated (Lian, et al., 2014).Human Resource Management Theories.Promotion Based TheoryThe vacant positions in the organization need to be filled either by way of transferring orpromoting the employees internally or externally. Many employees believe that being promotedmeans that it is an advantage regarding a better place, responsibility, better status or prestige,more involvement of skill based work and also increased pay. Through external sources, themanagement can hire candidates via employment exchange, advertisement, university, schooland colleges, Casual callers, Factory gates, Unions of labor, contracted labor, former employees.Though there are many benefits in recruiting the employees at a higher level through externalsources like an infusion of new blood into the system, Incoming of a new idea, economy, etc.,there are many disadvantages also like demoralized employees, Non co-operation, Maladjustment, process being very expensive.In the given case, Management hired the candidates from external sources for the higher roles inthe organization which has led to disappointment among internal employees. The issue gave riseto hindered quality and supply and also the increased number of sick calls. Hiring of candidatesfrom external sources instead of promoting the internal candidates can create a lot of problemsinside the organization due to an inefficient system and poor policies of promotion ndrecruitment. This can several issues like reduced contribution towards their work and also theirattitude turns negative towards the organization management (Aarabi, M. S, et al. 2013).Equity theory of motivationThis theory of motivation correlates the motivation level of an individual with his perceptionregarding fairness, equity, justice and morality as the management's practice. The more theindividual is fair, the greater will be his level of motivation. Regarding evaluation of fairness, theemployee examines the inputs like his contribution with the outcomes like the compensation hewill get. Furthermore, he compares the performance of another peer with same inputs.
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