Human Resource Management in Healthcare: Challenges and Solutions

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Human resource management
Assessment 3
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Table of Contents
Introduction......................................................................................................................................3
Key challenges.................................................................................................................................4
Recommendations............................................................................................................................9
Conclusion.....................................................................................................................................11
References......................................................................................................................................12
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Introduction
Human resources management is the systematic and responsible for aspects of people within the
organization of the healthcare sectors. HRM helps in maintain the people ethics as well as
workers, employees in healthcare organization which getting adequate people, provide training
and development of the workers, and guide to them to do work in an effective manner. Strategic
and systematic human resources management support to the healthcare sectors in order to attract
new employees and retain the existing employees of the company. In the essay, it describes
some key challenges within the healthcare organization. There are various types of key
challenges which faced by the healthcare sector towards HRM. In attracting and retain a
workforce is demur for the healthcare organization. They face challenges because of the increase
in competitiveness. It describes some selected themes which help to understand information
towards HRM. It also suggests some suggestions to attract the employees, workers and retain
them. All the five themes which are selected by the help of week 1 to week 11 units; and some
information are chosen by the help of previous assessment 2. The aim of this essay is to show
challenges and related solutions in the healthcare sector. It also describes some suggestions
towards the challenges to reduce the risk of failure and unstructured plans and human resources
practices.
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Key challenges
Workplace accidents are the uncertain issues which create problems within the healthcare
organization: accidents occur within the workplace is not easily track by the management of the
organization. It is also uncertain to the managers and supervisors to identify the base of the
problem. In that situation, it creates problems to attract employees and workers. Work
behaviours: different employees have their own perceptions and views and it is not possible for
the management to accept all the reviews because it creates problems for them. Build a culture of
safety: it is also creating challenges to retain the workers within the workplace because
mismanagement and irresponsible working style create conflicts.
Workplace stress level: Stress level increase the employee's pressure, some legal precedents,
effects, exhaustion, physical as well as emotional breakdown create problems and it makes
barriers in retaining the staff. Unscheduled plans and workload increase the pressure and it
minimizes the interest of employees.
Risk of international travel: This risk increase the terrorism, adverse effects towards the
travellers, employees who visit in other countries for business purpose and it is the responsibility
of the organization to make plans for their security and safety. Bullying within the workplace:
bullying is the less favourable and it directly affects the employee’s mindset. It also affects the
financial damage of healthcare organizations. Work-shifting: it creates big problems within the
internal environment because heavy workload, unusual hours which involved evening shifts as
well as night shifts create pressure on the worker's mindset. It creates issues to retain the existing
workers as well as hard to gain new employees interest. Employee’s personal issue is also the big
challenges for the healthcare organization.
Key findings of the theme are: WHS legislation national model was found in 2011, it helps to
reduce some challenges which are prevention, compensation and rehabilitation. WHS helps in
protecting and maintenance of the physical, mental as well as social degrees of workers in the
healthcare organization. Some states agree for the confirmation of new legislation and some
states not agreed. This new legislation have their own definitions towards employers and
employees, it also makes PCBU responsibilities, make new rules for the union involvement and
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create penalties for the mistakes of employees. These rules and regulations attract the new
employees and they also support to the existing workers to manage their works according to the
organization management (Shantz, et. al., 2016).
The next challenges in the HRM to attract and retain the workforce are the absence of rewards
and compensation within the healthcare sector. It causes negative impacts on attraction and
retention. Reward system and increase morality is an essential part of human resources
management in healthcare organization which is not instructed by these sectors. It reduces the
interest of employees and medical therapists. The workers of the healthcare sector are de-
motivated when they did not get rewards. Strategic reward management aims are to increase the
efforts of human resources to healthcare organization success and effectiveness. Its emphasis on
the concept of reward management and strategic reward arrangement, there are three components
regarding total remuneration. It supports to retain the existing workers and gain the worker's
interest. It also reduces the risk of challenges which create barriers to attract the workforce.
Today scenario said that remuneration paid, and rewards paid are not given by some healthcare
organization according to the new generation needs and wants it to create problems for them. It
also decreases productivity. It minimizes the attraction of employees and the chances of the job
towards the workplace. The healthcare sectors, as well as industries, face the problems to gain
the employee's interest. In these industries, they also face problems with higher remuneration as
well as incentives. By these problems productivity and profitability of the healthcare sector is
affected and face many issues (Hackbarth & Gamble, 2017).
Another issue which affects the healthcare sector, when it attracts the employees within its
workforce towards business is the absence of human resources practices. By the absence of these
practices it directly affects to the internal environment of the organization. It is essential and
important for the healthcare sector to provide effective training towards their employees and staff
members for the purpose of retaining the existing workers. When healthcare sectors do not
provide the best training and development towards its workers it minimizes the worker's interest
and the performance of the staff members will decline. Some key issues are lack of quality as
well as quantity reduce the employee's morale. Strategies which attract, chosen, and
incorporating workers within an organization is the big challenge. It is a risky job to keep the
employees productive and give satisfaction to the employees. Due to the absence of HR
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practices, the workers of the organization did not perform well and it not only affects the
organizations but also affect the patients.
Workers cannot do their full efforts and it creates problems. It also affects to retain the existing
workers of the organization. Lack of job design, communication methods which is used for the
patients give negative impacts on the organization. It reduces the interest as well as decreases the
relationship effects which give adverse effects. It also decreases the healthcare sector image and
dignity. Issues in adopting new technology in the healthcare sector also create many problems
because many employees cannot understand the features of the technology. By these situations it
creates problems and the outcomes create barriers to attract the employees. Managerial issues
create problems to make the strategies and it also creates problems to retain the existing ones.
Unstructured utilization of the HR regarding goals and aims to reduce the opportunities of
gaining the worker's interest ( Ramadevi, et. al., 2016).
The major issue and problems which determined the reasons for the absence of attraction and
retention of the workforce are unstructured industrial relations. The challenges of unstructured
and ineffective management, agreement making decisions issues create problems for the workers
and care staff members. Relations with the employees are building by the high and well-
managed structure of the organization. Lack of unclear organization policies, as well as systems,
create problems for the staff members and by these situations, it gives negative outcomes
towards the healthcare sector. Lack of unions creates disturbance and conflicts and it makes bad
relations among the workers (Nankervis, et. al., 2016). Absence of legal liabilities and
compliance create barriers to retain the existing workers. In that case, it is hard for the healthcare
sector to attract the employees and retain the remaining ones. Due to the lack of weak relations
with the employees as well as the line managers of the healthcare industrial sector build the
boundaries and workers feel insecure and unsatisfied. Employees have rights to give their
opinions and reviews and due to avoid their opinions by the head members and neglect their
request decrease the staff interest. It creates problems and the outcomes give a negative
performance. It also decreases their morale and it challenging for the organization to retain them.
Absence of employment relationship gives negative impacts on the healthcare sector.
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Individual employees and employers have rights to ask for collecting the bargaining, in those
cases sometimes HR managers avoid the worker's demands and rights it creates problems to
retain them. It not only minimizes the reputation of the industrial sector but also gets the losses in
the future. The chances of success in future will minimize due to lack of interest and it creates
problems. Gender pay gaps and partiality create problems and build negative impacts, it affects
the employer-employee relationship (De Prins, et. al., 2018).
The another key challenge before HR to retain the existing employees and increase interest
among the employees is to lack of designing the works according to the employee's needs and
wants. It creates big issues not only for the employees but also for their operating style in a
global environment. Absence of HRP issues decreases the job opportunities and it also creates
barriers in redesigning the structure. Changes are easily accepted by the employees and due to
these situations; it creates problems for the healthcare organization.
Green HRM practices are not hard structured management but it creates problems for the
employees to understand it. Sometimes it complex methods and strategy are not understood by
the staff members; in that case, it creates problems and issues. It affects the management of the
staff and creates hurdles for the care workers of the healthcare industry. Lack of new changes in
the HRM practices which include Green HRM practices hard to expose the employee’s interest.
By these changes, it creates complexity within the work environment. The healthcare industrial
sector is affected to attract the new employees as well as new generation so it wants to make
some changes and modify the HRM practices. It is a risky job for healthcare to modify the
human resources practices and activities to gain success in future. Due to a lack of employees
supports create problems for the organization.
Lack of best-skilled people for the healthcare sector affects the company business. It also affects
the patient’s health as well as the profitability of the business. it creates causes to retain the
existing employees because some employees and workers cannot understand the new HRM
practices as well as the quality of the work. Due to the absence of flexible work skills within the
employees stop their development as well as progress and it directly affects the healthcare sector
business (Pinzone, et. al., 2016).
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Recommendations
WHS programs help to improve the workforce. Healthy and safe workplace helps to retain the
labours, workers and build a strong relationship with them. WHS affect strongly to all the
aspects of the HRM. All the issues which create problems in attract the new employees and make
hazards in retaining the existing workforce. Some finding and discussion describe that; the scope
of the WHS programs and strategies to retain the workforce.
WHS programs aspects: medical model aspects focus on diagnosis and give treatment to the
employees rather than prevention of the disease. Medical approaches focus on identify the causes
and give suitable prevented strategies towards the treatments.
A professional interest in the WHS helps to gain the employee's interest, attract to the new
workers and joiners. It helps to identify the employee’s psychological reactions into their
workplace. It helps to identify their mindset their views and their thoughts. In the ergonomics
factors, its aims are to reduce the risk and improve productivity by upgrade the physical
arrangements of the workplace (O’donnell, et. al., 2012).
It is recommended that reward management helps to gain the employee's interest, because of its
healthcare organization increase their productivity and gain success in the future. The reward is
tangible and intangible that the organization gives to its employees for their best performance
and contribution (Oladapo, 2014).
It helps to attach the positive values of certain needs and give satisfaction towards their beliefs
and performance. In the total reward system, it includes external, financial, development, social,
and internal rewards. In financial reward management, it includes base pay plans, benefits plans,
and performance related plans.
In the reward system design, it develops by the help of three steps which include; prepare the
description of reward strategy, consider the total reward mix, target the pay levels and analyze
the strategy. By the help of this design structure, it helps to manage the reward structure
systematically and it builds chances to retain the workers. Nurses, counsellors, therapists,
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advocacy workers, medical secretaries and all care workers will motivate it by the help of the
reward system and give their full potential to the healthcare organizations (Paulo, et. al., 2019).
It is also suggested that some factors helps in employee’s retention and reduce the risk of
challenges; workers compensation, Reward system, and rehabilitation increase the employee's
interest and gain the better chances for maximizing the productivity. It also helps in creating a
safe and healthy environment within the workplace (Zhu, et. al., 2019).
It builds employees interest they thought that company care for them and make rules for their
safety and security. It increases not only the productivity but also a strong connection with the
workers. Successful WHS programs make a safe and secure environment and promote it.
Medical, diagnostic and protection facilities help to the workers financial and their healthy life
(Longmore, & Ronnie, 2014).
It helps to improve the healthcare organization HRM structure. According to the theme, it
describes that development of WHS programs in the Australian industry helps to retain the
existing workers and attract the new ones. The HRM within healthcare industry suffered
problems in attracting the workers in its internal environment (Cosgrave, et. al., 2015).
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Conclusion
It is concluded that towards the above-presented essay that there are some challenges and issues
which is faced by the healthcare sectors for the aim of attracting and retain the employees. HR
practices and management is a systematic approach which is essential for the organization and it
requires development within the organization. This development is essential for not only some
sectors but for all sectors within the marketplace. These organizations can follow the strategies
which support in identify the challenges within the HR management. It helps to retain the
existing employees, workers and staff members as well as attract to the new generation
employees. The human resources practices, policies with effective remuneration, reward system,
and compensation appreciate to the employee’s performance and attract to the new employees to
do work with effective manner. Overall, this essay has represented the complete information
towards the issues, challenges which are faced by the healthcare sector companies and its human
resources practices, structure and management.
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References
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management in a healthcare environment: Framework and case study. Industrial and Commercial
Training, 48(8), 387-393.
Pinzone, Guerci, Lettieri, & Redman. (2016). Progressing in the change journey towards
sustainability in healthcare: The role of ‘Green’ HRM. Journal of Cleaner Production, 122, 201-
211.
De Prins, P., Stuer, D., &Gielens, T. (2018). Revitalizing social dialogue in the workplace: The
impact of a cooperative industrial relations climate and sustainable HR practices on reducing
employee harm. The International Journal of Human Resource Management, 1-21.
Shantz, A., Alfes, K., &Arevshatian, L. (2016). HRM in healthcare: The role of work
engagement. Personnel Review, 45(2), 274-295.
Hackbarth, G., & Gamble, K. (2017). When Healthcare Professionals Understand Business
Fundamentals. Journal of Higher Education Theory and Practice, 17(9), 50-60.
Nankervis, a. r., Baird, m., Coffey, j., & shields, j. (2016). Human Resource Management:
strategy and practice. cengage au.http://testbankwizard.eu/sample/Solution-Manual-for-Human-
Resource-Management-Strategy-and-Practice-7th-Edition-by-Nankervis.pdf
O’donnell, D., Livingston, P., & Bartram, T. (2012). Human resource management activities on
the front line: A nursing perspective. Contemporary Nurse, 41(2), 198-205.
Paulo, M., Loney, T., & Lapao, L. (2019). How do we strengthen the health workforce in a
rapidly developing high-income country? A case study of Abu Dhabi's health system in the
United Arab Emirates. Human Resources for Health, 17(1), 1-8.
Longmore, B., & Ronnie, I. (2014). Human resource management practices in a medical
complex in the Eastern Cape, South Africa: Assessing their impact on the retention of
doctors. SAMJ South African Medical Journal, 104(5), 368-36871.
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Zhu, A., Tang, S., & Liu, X. (2019). Analysis of strategies to attract and retain rural health
workers in Cambodia, China, and Vietnam and context influencing their outcomes. Human
Resources for Health, 17(1), 1-9.
Cosgrave, C., Hussain, R., & Maple, M. (2015). Factors impacting on retention amongst
community mental health clinicians working in rural Australia: A literature review. Advances in
Mental Health, 13(1), 1-14.
Oladapo, V. (2014). THE IMPACT OF TALENT MANAGEMENT ON RETENTION. Journal
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