HRM in Healthcare: Attracting and Retaining Staff - HRMT20024

This essay provides a comprehensive overview of human resource management (HRM) within the healthcare sector. It begins by tracing the evolution of HRM, from its origins to its strategic approach, and then delves into the context of HRM within healthcare, highlighting ethical and legal considerations, job design, and employee motivation. The essay explores various industrial relations, HR planning, and challenges in work design within a global environment. Key areas such as talent attraction and selection, talent retention and development, performance management, reward systems, and workplace health and safety are thoroughly examined. The analysis covers the importance of HRM in achieving organizational goals, the significance of employee influence, and the need for adapting to global challenges. The essay also provides insights into strategic approaches for attracting and retaining skilled healthcare professionals, ensuring workplace safety, and fostering a positive work environment. Finally, the essay emphasizes the crucial role of HRM in delivering quality healthcare services and achieving patient satisfaction.

Running head: MANAGING HUMAN RESOURCES AT HEALTHCARE
Managing human resources at healthcare
Name of the student:
Name of the university:
Author Note

1MANAGING HUMAN RESOURCES AT HEALTHCARE
Executive summary
In this report, the evolution of human resource management is analyzed. Next, the context of the
human resource management is analyzed. Besides, different industrial relations has been discussed.
Apart from this, various industrial relations are mentioned with proper HR planning and challenges
at the working design within the worldwide scenario. Further, latest attraction of talents are there
with the selections that are done efficiently. This must be with talent retention and suitable
development. Moreover, the report analyzes the managing of performances, the strategy reward
management and methods to manage the workplace health and safety.

2MANAGING HUMAN RESOURCES AT HEALTHCARE
Table of Contents
Introduction:..........................................................................................................................................3
1. Evolution of HRM:............................................................................................................................3
1.1. Period before the industrial revolution:......................................................................................4
1.2. Post industrial revolution:...........................................................................................................4
1.3. Approach of the strategic human resource management:...........................................................4
2. The context of HRM:.........................................................................................................................5
3. Understanding industrial relations:....................................................................................................6
4. HR planning:......................................................................................................................................7
5. Work design challenges under global environment:.........................................................................8
6. Talent attraction and selection:..........................................................................................................9
7. Talent retention and development:..................................................................................................11
8. Management of performance:..........................................................................................................12
9. Strategic reward management:........................................................................................................13
10. Managing workplace health and safety:........................................................................................14
Conclusion:..........................................................................................................................................14
References:..........................................................................................................................................16

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Introduction:
The rise in importance of the human resource management is related to operations and
organizational tasks at healthcare. It is seen that especially, the ethical and legal issues with welfare
and security of employees are highly essential. This also involves the supporting of initiates that are
essential to develop the enrichment and collaboration of the culture of an organization.
Due to the rise in diversity of different cultural backgrounds of the employee and patients,
the HRM or human resource managers are paying much attention over the impacts of technology ad
globalization. This is fully concentrated on teamwork training and healthcare delivery. It has been
leading to greater quality of the care of patients.
The following study demonstrates the evolution of HRM. Then the context of HRM is
understood here. Further, various industrial relations are demonstrated. Further, different industrial
relations are highlighted with HR planning, challenges of work design under global scenario. Next, a
talent attraction and selection is effectively done with talent retention and development. Further, the
study evaluates the management of performances, strategic reward management and ways to control
the workplace safety and health.
1. Evolution of HRM:
Earlier the employee specialists has been known as personnel managers or the personnel
administrators. Management of personnel indicates to various set of activities and functions like
industrial relations, salary administrations, training selection and recruitments. This is performed
efficiently with small relationship taking place between different tasks and the organizational

4MANAGING HUMAN RESOURCES AT HEALTHCARE
activities ("Human resource management : strategy and practice / Alan Nankervis, Marian Baird,
Jane Coffey and John Shields. - Version details", 2019).
1.1. Period before the industrial revolution:
At that time the society has been mainly agricultural economic with restricted production.
Amount of specialized crafts has been limited and the communication channels has been restricted.
1.2. Post industrial revolution:
It led to emergence of personnel management with the important activities like workers
housing facilities with healthcare, record maintenance and salaries and wages. Some of the important
tasks of HRM department has been performance related appraisals and salaries, development and
training of workforce, employee benefits and motivations. Lastly, there is selection and recruitment
of skilled workforces.
Figure 1: “Evolution of HRM”
(Source: Pinzone et al., 2016, pp. 201-211)

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1.3. Approach of the strategic human resource management:
It focusses on various activities differentiating the companies from various competitors. It
has aimed to undertake long term effects over the organizational success.
2. The context of HRM:
The healthcare needs to utilize the management of human resource inputs. It must be on
various organizational functions. It includes the deployment of ethical and legal management
systems. Then it involves the job design and job analysis. Next, it includes the selection and
recruitment. Further, there are healthcare career scopes and distribution of benefits of employees.
Next, there is employee motivation and negotiations with the organized labors. Then there is
employee terminations, finding of the emerging and future trends for the health industry are done.
Further, a strategic planning is done for healthcare from the side of HRM (Gopee & Galloway,
2017).

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Figure 1: “Healthcare human resources (HR) software”
(Source: Guest, 2017, pp. 22-38)
Apart from this the HRM has consisted of five broad functions. They are resourcing that
involves the tasks that involve HR planning, management of talents, planning of successions and end
of employment contracts that involves redundancy and managing the retirement. Next, there is
performances that involves the management of people and performances of team. It also involves the
contribution of the workers to gain the organizational aims. Here, for instance, this can be done
through appraisals and goal-setting. Further, there is the reward system that involves the
implementation and designing of reward systems. This covers the economic and non-economic,
collective and individual rewards. It involves the pensions and parks with pay structures. Then, there
is learning and developments that involves the identification of organizational development
necessities, teams and individuals. It also involves the evaluation and deployment of development

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and training interventions. Next, there is employment relations that involves the handling employee
grievances and disciplines, management employee welfare and controlling of union-management
relations, communications and managing employees.
3. Understanding industrial relations:
The human resource is seen as the epicenter of the industry of the healthcare. It is believed
that HRM plays a vital and significant and complicated role to gain the goals and success of the
businesses. Furthermore, the human capital is seen as the life blood of the healthcare business that
requires to be developed constantly through keeping pace with development in various sectors of
current day dynamic working scenario. Here, the knowledgeable workforce requires largely skilled
under specific occupation and also exhibiting the flexibility. Here, it is witnessed as the most vital
resource of human capital to develop the nation. Under the emerging worldwide marketplace, the
capital of human beings has been attributing more for the enterprises than the physical capitals. This
also involves the human abilities to find the enterprise values. At the current era, the employment
quality has not been divorced from the quality. Furthermore, the management of HR has been
enabling the effective delivery of healthcare services. This is for the patents and gain the patient
satisfactions (Aveling et al., 2015). Further, the success of the organizations has been depending on
smart deployment of smart HRM practices. Again, the top management at healthcare has clear vision
and formulation of strategies.

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Figure 2: “Spheres of Influence Model”
(Source: Vogus & McClelland, 2016, pp. 37-49)
4. HR planning:
As per the Harvard model the planning of human resource falls under various categories. The
first one is employee influence and involvement. This involves the extents to which the employees
are encouraged for sharing the ideas. This involves the participation of decision-making processes
and organizational consultations. Next, there is the flow of human resources. Every HRM activities
are included under employee management that involves the terminations, performance reviews,
selection and recruitment, job designs and HR planning. Then, there is the reward system that
involves the monetary and non-monetary methods through which the staffs are identified.

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Moreover, there is the working systems that involves the considerations of the relationship
between the workplaces and employees. It involves the teams, workplace design and technologies.
Here, the model further proposes that the strategic approach towards the processes, policies and
strategy of HRM. This primarily reflects the choice of management. This s regarding the way in
which the employees are controlled. It is the choice of the nature of the relationship of the
employments. This involves the psychological contracts taking place between the employers and
employees. As indicated by the models, the principles of the HRM theories has been based on the
wider and managerial to the emphasis to personnel managements. Of course, the core principle is the
efficient of the staffs for enabling the gaining of organizational aims ("Human resource management
: strategy and practice / Alan Nankervis, Marian Baird, Jane Coffey and John Shields. - Version
details", 2019).
5. Work design challenges under global environment:
Firstly, the attracting and making retention of the top talents takes time with discernment and
lots of tasks. Further, the change is a shape shifter. This affects the workplaces, customers,
competitors and environments. Nevertheless the unknown brings the feelings of anxiety and
uncertainty. Moreover, various employees has considered leaving the tasks due to poor relationships
with the managers. This is the reason it is essential to source and design the inspiring and talented
leaders. Besides, the crowds of the employees has been leaving the tasks with the primary cause to
get laced of the scopes of developments.
Next, due to globalization, there has been problems in managing the diversity with the local
individuals in mind. After that, looking for safety and health is a vital concern. The standards of
safety and health are the most obvious challenges of human resources (Cooke & Bartram, 2015).
Apart from the labor laws, there are high significance of the common employee wellbeing. Due to

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health of the workplace this has been about the safety and hygiene. Next, there the creation of the
experience of quality employees which is a huge issue. This in never uncommon to seek the great
turnover of staffs under the quick paced healthcare business.
Figure 3: “Healthcare human resource management”
(Source: Aryee et al., 2016, p. 480-499)
6. Talent attraction and selection:
Firstly, the organizational aims are needed to be set. This indicates the seeking of causes on
why the healthcare business is present. This also involves the objectives and missions. This also
includes the common policy of hiring for the business. Next, there is the job design to find the
responsibilities and duties for the jobs that are entailed. Here, the performance of the employees are
highly affected through repetitions and motivations the jobs. Next, there is the criterion of job
success. It includes the measurement of success of job. Here, the managers has been trying to seek
what has been differentiating the performance of success. This includes the unsuccessful ones and is

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measurements. Further, the findings of successful staffs has been to find the types of employees that
are needed to be selected and recruited for future (Kianto, Sáenz & Aramburu, 2017).
Next, the job specification is to be measured. This retrieved from the job analysis having
particular traits, backgrounds and skills. Here, the people should be qualify for the tasks. Lastly,
there is the selecting of instruments. Here, the makers of policy must find out the combination of
tests, interviews and selection of devices for using the process of selection. Further, the suitable
assimilation o instruments has been minimizing the cost of selection and facilitating the opting for
the suitable candidates available.
Figure 4: “Healthcare Administration”
(Source: Bradley, Taylor & Cuellar, 2015, p.411)
7. Talent retention and development:
Firstly, there is the employee dissatisfactions. The issues are to be attacked through
conventional strategies of retentions like controlling attitudes of workplaces and denoting the
turnover of drivers. Next, better alternatives are to be looked for that is helpful to retain the staffs.