Employee Awareness of HR Policies in Healthcare Sector Project

This project proposal investigates the critical relationship between employee awareness of human resource (HR) policies and job satisfaction within the healthcare sector. The project begins with a detailed problem statement, highlighting the negative impacts of workplace discrimination and lack of policy awareness on employee turnover and organizational performance. The research aims to increase employee awareness regarding HR policies, identify the impact of this awareness on job satisfaction, analyze barriers to policy implementation, and develop effective recommendations. The conceptual framework explores the importance of job satisfaction in healthcare, different types of indiscriminate HR policies, and their impact on employee satisfaction. The methodology includes a discussion of research paradigm, approach, strategy, design, data collection methods, and data analysis processes. The proposal also includes an organization of the study, a project budget, and a schedule, providing a comprehensive plan for the research. The project aims to provide valuable insights and recommendations for healthcare organizations seeking to improve employee satisfaction, reduce turnover, and create a more equitable and supportive work environment. The project seeks to address the lack of awareness regarding anti-discrimination policies, which leads to harassment, bullying, and decreased organizational performance. The research examines theories of human rights and their implementation for employee awareness and also identifies barriers to strategy implementation.

Running head: BUSINESS IN RESEARCH
Business in research
Name of the student
Name of the university
Author note

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Table of contents
Chapter 1: Introduction....................................................................................................................3
1.0 Problem statement.....................................................................................................................3
1.1 Research aim, objectives and research question........................................................................4
1.3 Justification and potential output of the research project..........................................................5
Chapter 2: Conceptual framework...................................................................................................6
2.0 Importance of job satisfaction in health care sector..............................................................6
2.1 Different indiscriminative human resource policies..............................................................6
2.2 Relationship between the employee job satisfaction and human resource policies..............7
2.3 Necessary ways of avoiding indiscriminative human resource policy..................................8
2.4 Different approaches for maintaining job satisfaction at the workplace...............................9
2.5 Literature gap.........................................................................................................................9
Chapter 3: Methodology and presenting secondary data.................................................................9
3.0 Introduction............................................................................................................................9
3.1 Research Paradigm..............................................................................................................10
3.2 Research approach...............................................................................................................10
3.3 Research strategy.................................................................................................................11
3.4 Research design...................................................................................................................11
3.5 Data collection process and instruments..............................................................................11
3.6 Data analysis process...........................................................................................................12

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3.7 Summary..............................................................................................................................12
Organization of study, project budget and schedule......................................................................13
Reference list.................................................................................................................................16

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Chapter 1: Introduction
1.0 Problem statement
The term workplace discrimination higher level of impact in the employee satisfaction. It
is the responsibility of the human resource department is to develop effective policies so that the
discrimination in the workplace can be avoided. It cannot be denied that Australian Human rights
commission Act 1986 has introduced the prohibition policies against the discrimination in
private and public sector, but due to lack of awareness among people regarding the policies, they
do not get the change to fight against such activities faced by them (Harju, Hakanen & Schaufeli,
2016). It is also true that the human resource polices are also very important to maintain the
employee satisfaction. In the current situation, lack of awareness regarding the human resource
policies, most of the cases the junior employees face bullying by the scenario employees. On the
other hand, if the situation in the global context can be analyzed, it will be identified that not
only in the developing countries but also in case of developed countries large number of people
suffers from race, disability, sex, age, color and religion regarding discrimination. After the
introduction of globalization, brain gain has become common in the global industry. In such
situation, the lack of awareness among the employees regarding the anti-discrimination
regulations, the employee satisfaction is getting affected. Due to this reason, the rate of employee
turnover in the health care sector has increased (Buchanan & McCalman, 2018). With the
increasing rate of employee turnover, the business revenue cycle in the industry is being affected.
In the recent report of global healthcare industry, it has been identified that different types of
discrimination such as black skin 29%, race 21% and other reasons employee satisfaction in the
workplace is being affected. Some of the cases, due to male dominating society, it becomes
harder for the women employees to survive in the job, which influences them towards quieting

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their jobs. Therefore, in this situation, it has become essential for increasing the knowledge of
the employees regarding human resource policies against the discrimination in health care sector
for reducing employee turnover and harassment.
1.1 Research aim, objectives and research question
The aim of this research is to increase the awareness among employees regarding the human
resource policies for reducing employee turnover in the health sector. Analyzing the impact anti-
discrimination policy awareness in the job satisfaction in health sector.
1.1.1 Research objectives
 To increase the awareness among employees regarding the Human Resource Policy
against discrimination in workplace
 To identify how the lack of awareness regarding indiscriminative Human Resource
Policies impact on job satisfaction in healthcare sector
 To analyze the factors that can create barriers for maintaining antidiscrimination policies
and employee satisfaction in the workplace
 To develop effective recommendations for dealing with the challenges
1.1.2 Research question
 How awareness among employees regarding the Human Resource Policy against
discrimination in workplace can be increased?
 How the lack of awareness regarding indiscriminative Human Resource Policies impact
on job satisfaction in healthcare sector?
 What are the factors that can create barriers for maintaining antidiscrimination policies
and employee satisfaction in the workplace?

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 What can be the effective recommendations for dealing with the challenges?
1.3 Justification and potential output of the research project
It cannot be denied that although various policies regarding the ant-discrimination have
been introduced in the health care industry, but due to lack of awareness regarding the human
right policies large number of employees are being victimized of harassment and bullying in the
workplace. As its result, the dissatisfaction among the employees regarding their organization,
increases stress and anxiety, which indirectly impacts on the organizational performance. As it is
the burning topic for the current healthcare industry, therefore, it can be assumed that the
research will be highly appreciated. The research will shed light on the importance of increasing
the awareness among employees for reducing such negative impact on the health sector. On the
other hand, the researcher will also develop the correlation between employee satisfaction and
anti-discrimination awareness. Depending on the analysis, various ways to increasing the
awareness among employees can be highlighted. Therefore, the study can be beneficial for the
organizations, which are dealing with increasing employee dissatisfaction in the workplace.
Different theories regarding human rights and their implementation for employee awareness will
be examined through the research. Not only employee awareness but also the barriers behind the
implementation of strategies will be introduced by the researcher, which will help the
organizations to reduce employee turnover rate.

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Chapter 2: Conceptual framework
2.0 Importance of job satisfaction in health care sector
In the words of Top, Akdere and Tarcan (2015), in case of maximizing the human
resource potential, the job satisfaction is very important in the health care profession. It has
become important for maintaining the human resource for increasing the organizational ability. If
the employee will be satisfied with the organizational policies, it can help to bring the efficiency
in the performance. It cannot be denied that job satisfaction is being considered as one of the
important variables in the workplace that can help to develop the organizational psychology
(Platis, Reklitis & Zimeras, 2015). In case of determining the health care system, the job
satisfaction is very important. With the effective initiatives of the human resource department in
the workplace, the job satisfaction level can be analyzed. It is true that in case of determining the
organizational performance, the role of employee motivation is needed for increasing their
dedication towards the organizational development (Al‐Hamdan, Manojlovich & Tanima, 2017).
In case of health care sector, the job satisfaction is needed for reducing the negative impact of
organizational flows in the patient service. If an employee will be satisfied with the job, the
person can be more productive as well as creative for providing the patient service.
2.1 Different indiscriminative human resource policies
According to Newell and Scarbrough (2017), the human respu6rce policies are essential
in case of developing the sensible management program in the workplace. Human resource
policies are being implemented in the workplace so that the performance management system as
well as employee safety can be maintained. Discrimination has become one of the major concern
for the current industry, with the increasing harassment and bullying, the organizational
performance as well as the employee retention rate is being influenced (Oldeman, Hakkeling &

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Sombroek, 2017). It has been identified that due to age, gender, physical disability and parental
status employees face the discrimination in the workplace. As its result, the recruitment and
selection policies, which needed to be based on the quality and capability of a candidate are
being affected by different types of discrimination. Hence, various anti-discrimination policies
such as Age discrimination Act 2004, Disability Discrimination Act 1992, Racial and Religious
Tolerance Act 2001 and Anti-discrimination Act 1977 have been introduced for maintaining the
healthy and safe culture in the workplace (Giuliani, 2016). On the other hand, maintaining the
equality among the employees, the human resource department has developed the Equal pay Act
1963, in which it has been mentioned that the payment structure will be developed depending on
the responsibility as designation of the candidate. On the other hand, in the Employment Act
1955, it has been mentioned that the employment standard will be maintained by every
organizations. None of the employee will be excluded from the employment benefits in the
organization.
2.2 Relationship between the employee job satisfaction and human resource policies
Human resource policies contributes in increasing the job satisfaction in both the
governmental and no governmental organization. In case of examining the correlation between
employee satisfaction and human resource policies, the commitment of the employees towards
achieving the organizational objectives can be measured (Albrecht et al., 2015). Responsibility
of the human resource department is to encourage the employees by introducing the reward
policy, occupational health and safety policy and promotion policy. In case of improving the
performance efficiency, training and development practices are also being introduced in the
workplace by human resource department. Different management policies as well as benefits are
being introduced for increasing the employee satisfaction. A satisfied employee gives his full

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effort to achieve the organizational goals (Deery & Jago, 2015). Therefore, there is a strong
connection between the organizational performance and employee motivation. On the other
hand, it is also true that if an employee will not be provided the benefits and compensations the
person deserves, it can discourage the employees, which can also impact on employee turnover
rate. Reward policy is being considered as one of the popular human resource policy that can
help to understand an employees that how much the person can gain by contributing the effort
and time in the workplace (Schaufeli & Taris, 2014). If an organization will be able to develop
the effective reward policy, it can be beneficial to motivate, attract and influence the rate of
employee retention. Hence, in the entire analysis, the strong correlation between the employee
satisfaction and human resource policies have been identified, which are essential for developing
organizational performance.
2.3 Necessary ways of avoiding indiscriminative human resource policy
Awareness among the people regarding the anti-discrimination policies is very important
to avoid the indiscrimination (Johansen, 2014). Education can play an effective role in case
transferring the knowledge among people regarding the negative impact of discrimination.
Behavioral changes are required for avoiding such situation in the workplace. It is very important
to develop the mental health of the employees so that they will be motivated towards
contributing in the society. On the other hand, it is true that if people will be motivated towards
supporting people, this can encourage them to respect others. Family environment can play an
influential role in case of avoiding indiscriminative behavior (Bunea, Ibenskas & s binderkrantz,
2017). If large number of people will be included in the social improvement related activities it
can help to bring the behavoirial changes in the workplace. Different game show and gathering

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can be arranged by the organizations so that interaction among the employees can be developed
which can avoid the discrimination.
2.4 Different approaches for maintaining job satisfaction at the workplace
Positive working environment plays an essential role in case of maintaining the job
satisfaction in the workplace (Jessen, 2015). If the positive working environment can be
developed in the workplace. It can help to maintain the work-life balance. On the other hand, it
cannot be denied that the reward and recognition policies developed by the human resource
management can increase the employee engagement towards achieving the organizational
objective. By maintaining the employment standard, if each employees will be rewards
depending on their qualities, it can help to increase their job satisfaction (Diestel, Wegge &
Schmid, 2015). Involving the employees in decision making process, the job satisfaction can be
increased. It cannot be denied that of the employee will get proper respect in the workplace, it
can develop their creativity skills and loyalty towards the organization. On the other hand,
training and development can be effective for developing the productiveness and innovativeness
of the employees in the workplace, which can indirectly influence the job satisfaction.
2.5 Literature gap
After examining the entire literature, it can be said that if the research would have been
more argumentative, it could have been better for understanding the concept. In the above
discussion the theories and models could have been included. If the impact of the study could
have been discussed in detail, it could be better for reaching the goals and objectives.

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Chapter 3: Methodology and presenting secondary data
3.0 Introduction
The part is the research methodology which will be dealing with the number of research
methods that has been used for the topics of employee awareness for the spread of
indiscriminative human resources policy as well as the impact on the job satisfaction sector in
the province of healthcare. The section will provice an idea that deals with the concept of the
research method in an overall manner and also helps to deal with the aspects is research
paradigm, research approach, strategy, research plan, design, data collection, sampling technique
as well as the data collection method. The following will state the ways in which the research has
been conducted by the researcher –
3.1 Research Paradigm
According to Neuman, (2013), Research paradigm is defined as the believes that are
occurring in the general methods as well as in the methods of understanding which help in the
formation of the research methodology in the sense of the time. There are a number of research
paradigms in the research analysis namely positivism, realism, interpretivism and pragmatism. In
the research proposal related to the policy of health care, the interpretivism policy of research
paradigm will be used in which the researcher has conducted an in-depth analysis of the topic in
relation to the research and also used secondary data for the purpose. The job satisfaction and
HR policies will be interpreted in the following case.
3.2 Research approach
The approach in which the research is being conducted is the method of research
approach in which there are three types of research approach – inductive, deductive and
abductive. The deductive approach will be chosen in the following research proposal by the

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researcher in which the examination of the hypothesis will be done in making use of relevant
theories and models (Lewis, 2015). The health care and HR theories will be conducted to have a
detailed analysis of the overall methods.
3.3 Research strategy
Miles, Huberman & Saldana, (2013) stated that the general plan implemented by the researcher
for the research in a logical and sequential manner is the strategy of research. There are a number
of strategies that can be implemented for the purpose of research namely the grounded theory,
experiment and case studies. The strategies which will be used in this case will be the
experiment, surveys and the observational mode of research which are some of the prominent
features of the research strategies for the period (Taylor, Bogdan & DeVault, 2015). The data
regarding the method will be implemented in the following analysis of the plan for the level of
HR and job satisfaction.
3.4 Research design
The process that is there for the conduction of research based on the various problems of
research as well as the number of data obtained is called the research design. There are two types
of research design that are there for the research conducted namely the explanatory form of
research as well as the exploratory mode of research. According to the following statements of
Panneerselvam, (2014), the exploratory mode of research is defined as the new method of applying
the research policy in which the whole task will be conducted with the perspective of the
research in the mode of time. The following proposal will be in the the exploratory form of
research in the manner as the main aim of the research will be to explore the problems which the
human resource policies as well as the job satisfaction level that will be decided in terms of the
sector related to healthcare.