Role of HR in Health Care Industry

This report discusses the role of HR in the health care industry, including recruitment, selection, and performance management. It explores traditional and contemporary approaches to recruitment and selection, as well as the procedures of performance management. The report concludes by emphasizing the importance of HR in recruiting and selecting the right individuals for the organization.

Resource Management
INTRODUCTION
Resource management is define as effective and efficient development of
company's resources when they have need of it. Resources which are include are
inventory, human, financial, information technology, financial and natural
resources. Human resource management is define as getting appropriate
employees for organisation which helps in attainment of objectives in productive
way (Wang and Hajli, 2017). In this report, Nuffield Health organisation is
considered. This is UK's largest healthcare charity which mainly includes
hospitals and fitness gyms. The main aim of this firm is to promote, advance and
maintain healthcare and health by providing all facilities to people. This report
covers development of HR functions by including traditional and contemporary
methods of recruitment and selection. In addition it also covers practices and
procedures of performance management.
Role of HR in health care industry
HR is important individual in every organisation which have to perform various
significant function for company. Role of HR in enterprise is to recruit, select,
provide induction and training to individual which make sure a high performance
of team and also helps in gaining advantage in competitive world. In terms of
Nufflied Health organisation, role of HR manager is Recruitment of individual
which includes collection and sorting of CV according to advertisement which is
given on websites or newspapers. After this interview session is conducted by HR
manager and nursing superintendent for selecting individual for organisation on
role of ward attendants, staff nurses and so on according to their knowledge. After
recruitment of candidates by giving them appointment letters, there is training
sessions are provided to them. In training programme it mainly covers topics like
hospital safety policy, health hygiene, patients safety and also organises various
programmes. After staffing there is this a function of HR management which have
to maintain service records of all staff members which includes leaves and other
options (Zaouga and Rabai, 2019).

Recruitment and Selection Process of Health Care Sector
These process mainly involves recruiting and selecting appropriate
individual which leads to ensuring creation of high performing team which helps
in gaining a competitive advantage. So for this there are two approaches are
included which are described below:
Approaches of Recruitment Process:
Traditional Approach: In this method, it mainly includes functions which
helps organisation to served them in good and delivered the employees which is
helpful in attaining goals. These mainly includes local advertisement in papers,
locally posting of employees in office posting, internal hiring and so on. This
type of approach mainly use timely process and also leads to partially between
individual.
Contemporary Approach: Due to changes in technology recruiting
individual in organisation is also change. This method leads to growing and
influencing the organisation and also makes difference in candidates in
workplace. Modern method of this approach includes social media, smartphones,
event recruitment which helps in evaluating in relevant manner. It leads to
reduction in time, duration in job posting. Health care sectors mainly use this
approach for recruiting individual in company (Nelson and Staggers, 2016).
Approaches of Selection Process:
Traditional Approach: In this method, selection of employees are conducted by
pen paper basis. This approach take much time as at what time employees are
provided to gain advantage in company. In current scenario, these approaches are
not uses by health care organisation.
Contemporary Approach: In terms of Healthcare organisation, they uses
contemporary approaches for selecting individual. They uses selection test which
includes aptitude, personality, ability test which are conducted to identify how
individual is performing the given task which is helpful in increase in productivity
and profitability of organisation. There is physical examination is also conducted
to examining the capability of individual.

After this seniors have to provide necessary training, solutions and coaching which
leads to improvement in staff performance. There must be feedback procedure is
included in healthcare organisation which leads to helpful in attaining goals.
Reviewing performance of individuals: At this stage it mainly highlights on
reviewing the performance of individual according to their previous results and
present results. It any issue is there then they to be provide a proper training
programme to them and if they are good in their performance they have to be
appreciated by giving rewards and so on.
Action: In this it mainly includes if employees are not doing right performance so
say have to be provide proper training which is helpful in motivating them. This
leads to increase in performance of employees.
CONCLUSION
From above report, it has been concluded as, role of HR in every organisation is
important which leads to recruiting and selecting right individual according to their
skills and capabilities. There are several approaches which is used for recruiting
and selecting as traditional and contemporary methods. In addition, it also includes
performance management plan which is helpful in examining the performance of
individual and in what procedure can be examining the performance of employees
at healthcare organisation.
REFERENCES
Books and Journals
Kamoche, K.N., 2019. Sociological paradigms and human resources: An African
context. Routledge.
Nelson, R. and Staggers, N., 2016. Health Informatics-E-Book: An
Interprofessional Approach. Elsevier Health Sciences.
To assess the enforced regulation and dominant
administration: This is a proactive measure of
monitoring and review. As there should be proper
and regular checking of implemented standards in
organisation.
Procedure of Performance management.
Performance Management is a process which ensures that there is set of
activities and meeting of outputs which helps in gaining goals of organisation in
efficient and effective manner. It mainly focuses on performance of organisation,
employee, department which manages the particular task. In terms of Healthcare
organization there is a procedure of performance management which is describe
below:
Planning Phase: This is a phase which includes collaborative efforts of both
managers and employees. They have to review the job description of employees
which reflects current working of individual. After reviewing they have to
identify the links between employees job description and his work plan which
helps in gaining strategic plans and objectives. After this they have to make a
work plan that outlines and delivers the task as they have to be complete in
appropriate manner. In addition, they have to identify critical areas of
performance objectives by giving training and also identify career development
opportunities (Kamoche, 2019).
Coaching phase: After planning phase, there must be organising of meetings on
regular basis which leads to if any problems faced by employees must be take
into consideration.