Strategies for Attracting and Retaining Healthcare Workers

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WRITTEN ASSESSMENT HRMT20024 MANAGING HUMAN RESOURCES
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Table of Contents
Introduction......................................................................................................................................3
Challenges for attracting & retaining employees in health care sector...........................................4
Effective recommendations.............................................................................................................9
Conclusion.....................................................................................................................................10
References......................................................................................................................................11
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Introduction
The process of human resource management is to hire, motivate & maintain the whole
workforce within the business organization. This process helps the business managers to
effectively deal with all the major issues related to the organizational employees such as the
training, motivation, administration, development, compensation & communication. The main
functions performed & enhanced by the HR managers include the recruitment, employee
relations, compliance of labor law, ensuring workplace safety, training & compensation for
planning. The complete assignment analyzes the key challenges which may affect the attraction
& retention of all the employees within the healthcare sector. The challenges have been
analyzed & effectively examined in accordance with the chosen themes. With the help of
developing & enhancing the effective business as well as the HR strategies, all these identified
challenges can be resolved effectively & efficiently. All the challenges have been analyzed &
examined in accordance to the chosen themes including the evolution of human resource
management, challenges within the global environment, industrial relations, context of human
resource management and human resource planning. All the challenges are being described
according to all these themes & the effective measures are also being given & enhanced in order
to resolve all the challenges & issues in the effective as well as in an efficient manner.
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Challenges for attracting & retaining employees in the health care sector
The evolution of the process of human resource management has brought the various new
changes for all the employees which have not only affected their level of performances but have
also affected the overall organizational performance because of the changes in Human Resource
practices. Various new theories & techniques have been developed, for which the employees are
not being provided with a high level of training. The steps of all the processes have also been
changed including the job-analysis, training, selection & rewards. The huge changes have been
identified including the retention rate, high quality in job performance & the turnover ratio of the
health care industry because of the major changes because of the evolution of Human Resource
Management processes (Alnıaçık, et.al. 2014). Because of these major changes, the business
managers, as well as the HR managers, face the high level of difficulty in retaining & attracting
the existing employees within the health care industry for the longer period of time. The
employees face the problem of lack of confidence in applying & implementing the business
policies & practices, as they have the strong fear about the failure of the organizational tasks &
activities to be performed by them with the new policies & practices.
It is the responsibility of all the HR managers to conduct the essential programs for all the
employees along with developing the most effective policies in order to motivate all the
employees so that they can effectively develop & enhance the higher skills & capabilities along
with applying & implementing the newly developed HR policies as well as the programs.
Different perceptions of all the employees should also be considered very effectively which is
very necessary for ensuring & enhancing the development of all the organizational employees
(Ramson, et.al. 2016). They should be provided with a high level of support so that the higher
level of organizational growth can be enhanced along with both the personal as well as
professional development. The lack of support cannot motivate the employees to attain the
defined organizational goals & objectives along with the implementation of new HR policies &
programs. Also, they will not be able to meet the needs of all the customers in the effective as
well as in an efficient manner. Therefore, the managers can resolve the major challenges of
retaining the organizational employees with the help of supporting them, inspiring them &
motivating them.
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The HR managers can also face the major problem of retaining the talented employees within the
business organization because of the challenges identified by them within the global
environment. In order to ensure & also enhance the higher level of growth within the whole
business organization, the business managers should be able to deal with & also resolve all the
challenges faced by them at the global level (Nankervis, et.al. 2016). Wide varieties of
challenges which were being identified within the global environment include the technological
changes, globalization, changing ways or methods of performing the different organizational
jobs & other external factors. Because of all these factors, the employees may not retain within
the business organization for a longer period of time. These challenges are very difficult to be
faced by the employees in case of the lack of leadership training & development (Pitt-
Catsouphes, et.al. 2015). The business managers should motivate their respective employees in
adapting the higher level of innovation for effectively facing as well as resolving the various
changes of organizational management in accordance with the compliance of legal laws &
regulations. It is very essential for all the business employees to adapt their innovative skills &
capabilities in accordance with the changing trends within the whole business environment at the
global level.
Apart from all these challenges, the business employees, as well as the organizational managers,
may face the other problems also related to the cultural & corporate differences, laws of
employment & other challenges related to the long-distance communication. All these issues or
the increasing global environmental challenges can be resolved by the business managers within
the health care sector in the effective as well as in an efficient manner by satisfying all the
organizational employees with fulfilling their basic needs & requirements (Umamaheswari &
Krishnan, 2016). The effective programs of training should be conducted for ensuring &
enhancing the higher level of productivity proficiency within the health care sector. Also, the
business managers can keep the reward system for extra earning by the all the employees so that
they can be highly motivated & become more confident in resolving the identified challenges
related to the human resource management. The benefits packages can also be kept by them for
retaining all the existing capable employees within the health care sector & also for attracting the
new ones within the sector. In all these ways or methods, the employees can be highly motivated
& confident for resolving all the challenges within the global environment, effectively &
efficiently (Pek-Greer, et.al. 2016).
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Developing & maintaining the strong as well as the effective relations with the whole industry is
very essential in order to attract the maximum number of customers within the health care sector
& also to attain the higher amount of business profits, effectively & efficiently. Industrial
relations include the developing of effective relations among employers & organizational
employees. The concept of industrial relations can be enhanced effectively & efficiently with the
help of the proper divisions & understanding the importance of working together for maximizing
the long term gain & enhancing a higher level of potential within the whole industry of health
care sector. It has been identified that the concept of enhancing industrial relations is very
essential & effective in order to appropriately resolve all the major challenges & issues related to
the retention & attraction of organizational employees (Frixou & Charalambous, 2016). The
main objective of developing industrial relations is to motivate all the organizational employees
so that they can retain within the health care sector for the maximum period of time. The
industrial relations enhances the higher level of communication among the various different
organizational departments which will result in the minimum number of organizational conflicts
& therefore, achieving the defined business goals & objectives.
It is the responsibility of business managers to consider all the basic needs & requirements of all
the employees while attaining the particular business tasks & activities in the effective as well as
in an efficient manner. When the employees will be satisfied, only then they will be effectively
able to perform effectively for the attainment of defined goals & business objectives & also will
be able to retain within the health care industry for the longer period of time (Umamaheswari &
Krishnan, 2016). The satisfied employees will not only ensure the maximum level of growth &
sustainable development within the health care sector but will also promote their respective
industry to other ones & attract the new talented workforce within the health care sector or
industry. In the various effective ways, the industrial relations among the employers &
employees can be ensured & enhanced effectively & efficiently by communicating & developing
the informal relations with all the employees along with the formal relations, encouraging the
good level performances of particular employees, taking & implementing the unbiased decisions,
promoting the standard balance between personal as well as the professional life, enhancing the
wide opportunities of career development among all the employees & many more (Foster & Farr,
2016).
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It is very necessary for all human resource managers to consider & effectively identify each &
every aspect of the context of the whole process of human resource management. The context of
the human resource process includes the financial position of the whole health care industry,
overall industrial operations & all the employees working within the industry. Along with all
these factors, the process of human resource management is also being analyzed in the context of
the social, economic, political, technological & legal context. It has been ben examined that all
human resource practices are closely linked to all the organizational operations (Victor & Hoole,
2017). They also impact the overall financial growth, functional operations as well as all the
employees of the health care industry, may be in the direct or indirect manner. The financial
growth of the whole health care industry can be ensured & enhanced with the help of the sound
practices of human resources. This effective implementation can be enhanced with the help of
the higher level of planning & various policies of decision making. All these policies of human
resource management directly impact all the employees within the health care industry. Also, the
direct role is being performed by all the human resource managers in developing & enhancing
the creative as well as the innovative skills among all the organizational employees, effectively
& efficiently.
These practices of human resource management also possess a direct impact on enhancing the
goodwill of the whole health care industry. All the HRM policies, as well as the practices, are
closely linked to the behavior of all the potential customers. With the help of human resource
management practices, the employees can shape their overall organizational performance in a
very great manner (Pregnolato, et.al. 2017). The political context of HRM includes the changing
demands of different employment relationships such as the various employment standards,
regulation of trade & paying off the equity. The social factors include the demographic trends
which help the HR managers to take & implement the most appropriate decisions regarding the
recruitment & selections of talented & capable employees along with providing the high level of
training & management of rewards. The social context also includes the culture about how all the
employees of the health care sector can effectively respond to all the implemented practices of
human resource. It has been examined that the changing values within the overall organizational
culture can have a huge impact on the various different functions of HRM (Kanyurhi &
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Bugandwa Mungu Akonkwa, 2016). The technological context includes the updated & advanced
technologies which can create the hurdles in retaining the employees for a longer period of time.
Teamwork is to be ensured & enhanced for enhancing the higher level of performance within the
whole health care sector.
The HR managers are essentially required to effectively develop the planning for identifying the
current as well as the future needs for all the human resources working within the business
organization or health care sector. The effective identification is very essential in order to attain
the defined goals & objectives of the health care sector. HR planning helps the organizations to
create & develop the strong link among the human resource management and the strategic plan
developed for the development of the whole industry in an effective as well as in an efficient
manner (Gonçalves, et.al. 2017). The HR managers should effectively follow up the essential
five steps under the process of HR planning including the preparation of the human resource
inventory for all the organizational employees, preparation of job analysis, assessment of the
future demands as well as the future supply, establishment of the recruitment plan, hiring,
education, appraisement, compensation & the scheduling of all the employees working within
the sector.
The HR managers should develop the retention plan within their HR planning in order to address
the overall turnover of all the employees & leading the whole health care sector towards ensuring
& enhancing the sustainable growth as well as the long term development in an appropriate
manner. With the help of the retention plan, the HR managers can be able to effectively identify
about the needs & basic requirements of all the employees, so that their higher level of
satisfaction can be ensured & enhanced effectively & efficiently (Susan E. Cancelosi, 2013).
Sometimes the process of HR planning includes the fulfillment of strategic goals & plans with
the help of the advanced technologies & updated systems, which are not being understood &
effectively utilized by the employees, because of which it became very difficult for all the HR
managers to retain the employees within the health care sector for a longer period of time. With
the help of HR planning, the HR managers can effectively & efficiently enhance the process of
decision making (Nankervis, et.al. 2016).
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Effective recommendations
The health care sector or the business organizations can apply & effectively implement the
necessary steps for improving the level of retention among all the organizational employees
along with enhancing the other effective key performance indicators. Some of the standard
recommendations that should be effectively applied & implemented by the HR managers of the
health care sector include the development of the onboarding process in the standardized manner
for ensuring the accountability of each & every employee working within the health care sector
(Nankervis, et.al. 2016), paying all the employees with the standard amount of salaries & other
monetary benefits, providing them with the comfortable & favorable working environment along
with the most effective culture, offering all the employees with the flexible working schedules,
giving them a career road map, conducting the effective sessions of training for providing all the
employees with the deep understanding & learning for all the newly updated HR policies,
utilization of advanced technologies & many more and ensuring & enhancing both the personal
as well as the professional development of each & every employees working within the health
care sector.
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Conclusion
It has been concluded that there are multiple reasons which have been identified that can create
the hurdles in retaining the existing & loyal employees within the health care sector. The
complete assignment illustrates the major challenges that have been faced by the HR managers in
retaining the employees within the sector for a longer period of time. The effective
recommendations are also being provided for enhancing the sustainable long term development
within the health care industry.
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References
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practices and employee voice opportunities in SMEs in regional New Zealand. New
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Frixou, G., & Charalambous, G. (2016). Human Resources Assessment as a Component of
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Gonçalves, M., Farcas, D., Leitão, T., Giorgakis, G., Valeriu, S., Traian, M., & Kovacs, K.
(2017). Evidence Review on Labour Market and Job Place Retention: Mentoring
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EMPLOYEE REMUNERATION AND EMPLOYEE BENEFITS HAVE
SIGNIFICANT INFLUENCE ON THE RETENTION OF CHILDCARE TEACHERS
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