HRMT20024: Managing Human Resources - A Review of HRM in Healthcare

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HRMT20024- Managing Human Resources
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Article 1 GUEST EDITORS’ INTRODUCTION: HUMAN RESOURCE
MANAGEMENT IN HEALTH CARE AND ELDERLY CARE:
CURRENT CHALLENGES AND TOWARD A RESEARCH
AGENDA
Cooke, F., & Bartram, T. (2015). Guest Editors' Introduction: Human
Resource Management in Health Care and Elderly Care: Current
Challenges and Toward a Research Agenda. 54(5), 711-735.
Objective:
The objective of this research paper is to determine the evolution of
human resource management in the field of the health sector. Like every
industry, changes took place with the years, so another objective of this
report is to analyse the changes occurred in the health industry with the
time. The various challenges faced by human resources management in
the health services will be determined through this research. It also aims to
analyse the cause of the increasing cost of services in the health industry.
Method:
For conducting this research, the authors used the available research
papers for examining the role of human resource management and the
high performance in the work system of health care. The evidence was
also collected from the research papers representing future situations and
estimation in the health sector also taking the immigrants into
consideration.
Findings and discussion:
This article has given the idea about the various policies and development
in the health sector and also it has identified the problems and challenges
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that are faced by the health care centers in the services of quality of
delivery and the financing aspects. It examined the changes occurred in
the health sector management because of the changes made in the social
policies and management system of the public sector. The findings of this
research are that the hospital managers, clinicians and many other people
connected in the management of the health care industry are interested in
implementing the HRM and HPWS in the sector. The use of HPWSs adds
the positive point in employee engagement, commitment, satisfaction
from the job, improvement in skills, and the performance of the
organisation. Most of the problems generated in human resource
management in the health sector are because of retention problems in the
workforce and the lack of workforce engagement for achieving the
objective and goals of the organisation. The management is also a
problem which will lead to compromise the safety and the quality of care
of the patient. The implementation of HR practices because of these issues
becomes a little difficult for management. The influence of politics also
faced in the evolution of HR management in the health sector.
Conclusion:
The conclusion of this article is that the management can use the human
resource management for the planning in health sector because it will help
in using the latest technology for the health care centers and also to make
policies according to the changing environment of the society and the
politics. Also, this sector can integrate with other service providers to
make positive changes in the organisation. There is a better future of the
health sector by the use of interdisciplinary, multi-stakeholders and multi-
level planning.
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Contribution to my Essay
The outcomes of this article will help in attracting the staff towards the
organisation by the help of making a better management system which
uses the latest technology and policies for the engagement of the
employees in the organisation. Also, it can help in solving the issues of the
employees working in the organisation by knowing their problems. All of
the things mentioned above will be useful in my essay for providing
insight on attracting and retaining staff.
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Article 2 HRM in healthcare: the role of work engagement
Shantz, A., Alfes, K., & Arevshatian, L. (2016). HRM in healthcare: the
role of work engagement. Personnel Review, 45(2), 274-295.
Objective:
The main objective of this paper is to examine the safety and the care
provided in the health sector by analysing the models which will help in
building a relationship between the four HRM practices. The research is
conducted because of the increasing cost in the health sector and the
compromises done by the patients for their safety and also because of the
demand of great quality of the care provided to patients with the help of
HR practices.
Method:
For conducting this research, the authors used the model of structural
equations which helped in analysing the data collected by the
questionnaire. This questionnaire was prepared by the national health
services in the UK for the staff survey. This survey data was collected in
the year 2011. Also, the author had examined the theories and
assumptions on the working of nurses and the other administrative worker
of the health care sector.
Findings and discussion:
The outcomes of this research were that the use of training and
participation of the workers for making decisions in the health
organisations have a positive impact by improving the quality of the
services provided to the patients for their safety and care. Also, there was
an advantage of developing opportunities in the organisation and the
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effect of communication on the relationship of the patients with the
employees of the health care sector. It increased the involvement of
workers in the management of the organisation. It stated that the use of
workers engagement will generate a positive and satisfying state of the
environment of the organisation. This can be done with dedication,
energy, and absorption. It discussed the JD-R model which states the
points related to the training of the workforce and also implies that this
training has a positive effect on the quality and safety work by the
workers. Also, the involvement of workers in decision making will give
opportunities for them and will increase the engagement of employees in
the working of the organisation of the health care center. It also discussed
the architecture of the human resource management in the health care
sector which included the nurses and other employees too in it. The model
for standardising the path included the training, communication,
opportunities for development and the participation in decision making
that will result in improvement of safety and the quality of care.
Conclusion:
This research paper concluded that there can be a positive relationship
between HRM practice and the care & safety quality for the health
industry. The addition of the workers in the human resource management
chain can positively engage the workers and there was an improvement in
the performance of the organisation. The use of JD R model was also
elaborated in the research that can be used for further research too.
Contribution to my Essay:
This research mainly focused on HRM planning by taking the
involvement of workers in the decision-making process of the
organisation. This will be useful for attracting the staff towards the health
industry of the country. But it can also retain the employees who don't
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want to take responsibility for the organisation.
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Article 3 Gender equalities work in health organisations in England
Payne, S., & Bennett, L. (2015). Gender equalities work in health
organisations in England. Equality, Diversity and Inclusion: An
International Journal, 34(7), 579-592.
Objective:
The discrimination between different groups can be seen everywhere
whether because of religion, caste, color, gender, etc. This article is aimed
to analyse the gender equality policies by studying the equality policies
implemented locally. Also, the objective of this paper was to focus on the
policies made for gender equality and the action regarding these policies.
It will determine the progress on the policies which are expected to
decrease the inequality between the genders.
Method:
The research method used for this analysis was qualitative approach and
the report was based on a small scale study. The papers collected for this
research leads to equality in the organisation. The data used in this
analysis was of semi-structured interviews that were based on the
questions of equality. These interviews were conducted in the nine health
organisations and these organisations believed in the equality between the
different groups without considering the gender and region.
Findings and Discussion:
While examining the effect of implementing the policies related to the
discrimination between the genders, it comes to know that there are many
barriers to the implication of these policies because of which these
policies cannot be effectively used in the workplace or even in the society.
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The barriers which are against the gender equality policies are the lack of
resources for both the genders, the structure of the organisation which
does not aim to provide equality to both the genders equality at the
workplace. Also, there is the unavailability of data that will support
gender equality in the organisation and in the workplace. The author also
stated that the implementation of equality policies requires agents that can
lead to change in the organisational structure. The discussion of this paper
found that the equalities policies were not implemented because of the top
leads of the organisation because they don't have that level of gender
knowledge. This will make the organisation lacking in the gender equality
because they prefer to do the business according to the usual ways and
even the senior management supports them and that will lead to the
consistency in the management system. The other reason found for no
change in the organisational structure because of the gender policies
because the management takes it too lightly and use these policies just as a
formality and don't do any planning for its implementation.
Conclusion:
The conclusion of this article is that the equality policies were not
implemented to a very large extent in the organisations and the country
because of the lack o knowledge and there were no gender experts in the
management of the organisation. Also, the organisations don’t think about
giving priority to gender equality in their organisation structure.
Contribution to my Essay:
The implication of gender equality policies in the organisation is a
positive point for any organisation because nowadays people don't do any
difference at the workplace because of gender. Due to this, the staff will
get equality treated by the organisation and this will help in attracting staff
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towards the organisation.
Article 4 HIGH PERFORMANCE HR PRACTICES, WORK STRESS AND
QUIT INTENTIONS IN THE PUBLIC HEALTH SECTOR
Mostafa, A.M.S., 2016. High-performance HR practices, work stress and
quit intentions in the public health sector: Does person–organization fit
matter?. Public Management Review, 18(8), pp.1218-1237.
Objective:
The main objective of the article was to do analysis on the employees and
their mental stress because of the work pressure which can future even
result in quitting of the job. This article will examine the factors and areas
because of which the job of the employees does a negative impact on the
mentality of them. This study also aimed to define and set the relation
between the person organisation (PO) and the high-performance human
resource practices (HPHRP).
Method:
For this research, the authors used the structural equation model to analyse
the data. The data used for this research was of workers of the Egyptian
public health sector. The employees and workers included in this research
were the doctors, nurses, specialist, pharmacists, and other physicians.
The data was collected through a prepared questionnaire which was first
in Arabic and then translated to English by the help of three professionals
from the health sector.
Findings and Discussion:
The findings of this research paper stated that the relationship between
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High-performance HR practices with the person organisation fit is very
positive. The HPHRP helps the employees to get the knowledge about the
organisational values, the goals of the organisation, the organisational
objectives and the expectations of the employees. It also sets the similarity
between the employees and organisation management. Also, the outcomes
of this research stated that the variance of HPHRP is greater than the PO
fit in the organisations. The HPHRM is basically helping in providing the
shape to the organisation by giving goals and values to the workers in
Egypt. The greater variance of HPHRP in Japan and Netherland can be
because of two reasons. One is because of the process of hiring in which
the managers give more value to the applicants who possess more relevant
skills that are the requirement of the job profile for which hiring is done in
Egyptian organisation. Here the manager focuses more on the skills of the
applicant instead of focusing on the characteristics which are relevant to
the organisation's needs. The second reason found for the more variance
of HPHRP is because of the age of the employees who attended the
survey. Most of the employees responded to the survey were young
employees and all of them responded to HPHRM and the old aged
employees pose to respond to PO but they were few in numbers who
attended survey.
Conclusion:
This study concluded that the high number of HPHRM resulted in a less
number of employees who get stressed and can make the intentions of
quitting their job. The organisation can provide facilities like training, job
security, promotions, etc. to the employees because it will help in keeping
the employees engaged and motivated towards the organisation.
Contribution to my Essay:
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The method of providing services to the staff of the organisation will help
in making the employees loyal and attached to the organisation for a long
time. Employees get attracted if they found the work stress free but if they
found the work stressful and come to know that the employees working in
that organisation are thinking about quitting their job then it will retain the
employees.
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