Human Resource in Healthcare Management

This essay delves into the complexities of Human Resource Management (HRM) within the healthcare industry. It begins by introducing the fundamental role of HRM in optimizing employee performance and achieving organizational objectives. The essay then focuses on contemporary trends in healthcare HRM, such as performance-based models, leadership succession planning, and workforce engagement. It highlights the challenges HR leaders face in recruitment, retention, and addressing employee grievances in a diverse workforce. The essay explores relevant HRM theories, including promotion-based theory and equity theory, to analyze the impact of internal versus external hiring practices on employee morale and productivity. Motivational factors such as leadership style, reward systems, organizational climate, and work structure are discussed as crucial elements in fostering a positive and productive work environment. Finally, the essay concludes by emphasizing the importance of strategic HRM practices in adapting to the dynamic healthcare landscape and achieving both clinical and financial goals for healthcare organizations. The essay uses figures to illustrate concepts like Adam's Equity Theory and ADDIE's Need Assessment Model.

Running Head: HUMAN RESOURCE IN HEALTHCARE MANAGMENT
HUMAN RESOURCE IN HEAlTHCARE MANAGEMENT
[Document subtitle]

HUMAN RESOURCES IN HEALTH CARE INDUSTRY 1
Introduction
Managing the live resources in an organization is known as human resource management. This
function helps to contribute in the increment of the performance of employees in serving the
objective of the employee. The units and department of the organization focus on systems and
policies. Many activities are involved in the management of human resource in an organization
which includes recruitment of employees, designing the benefits for employees, appraising the
performance, developing and training of employees. If we talk of the hospital industry, in
particular, it overarches the serving of guests, employees, and patients. On almost daily basis, the
HR industry faces numerous problems and issues about employees' welfare and grievances. With
the help of preventive measures, HR can mitigate and solve any problem which comes to them.
In this paper, we will be discussing the issues of HR in Healthcare Industry in particular and the
Human Resource management theory that is most aptly applicable to solve those issues.
Furthermore, few of the many factors that motivate the employees and help to incentivize their
work are also discussed in further sections.
Human Resource in Health care Industry
In the modern era, the industry of Health care companies is shifting towards models that are
based upon Performance. Leaders of Human Resource are staying focused on Retention,
Recruitment and engagement of their executive team and workforce in the organization. The
latest trends which are emerging in the healthcare industry are competencies and compensation
for leadership, Planning for the future, leadership for the physician, and engaging the workforce.
The competencies and compensation for leadership help to provide the care based on value.
Many providers shift the structures of compensation based on certain metrics like the satisfaction
of patients and quality. The leaders of Human resource may face a serious challenge with this
issue as they need to find the successive CEO and side by side retaining the team of executives.
If the Human Resource personnel are seasoned and stable, the organization of health care can
show stability during the transition period. In most of the companies, the existing employees may
think about shifting their roles to a next level. It can be in the way of considering the retirement
or expanding the role in which they are serving currently. For the HR leader, it is very necessary
to do the succession planning for the organization. It needs to identify the Competencies and the
skills which are necessary to get onboard with the organizational leadership roles. For the role of
leadership, Clinicians are called to take this role. This development is being noticed by the
Leaders of HR. These leaders are not losing any opportunity to take part in the operational,
clinical and strategic role also. It will become a necessary task to identify the physicians who
possess these skills and who can carefully drive these performance and excellence improvising.
For an organization’s Financial as well as clinical goals to be achieved, the leaders of HR need to
find and do commitment of their efforts to engage the workforce and think about their retention
(Cummings, et al., 2014).
It is very important for HR to identify the norms of the workforce that can obstruct the
engagement. While identifying the factors that can hamper the retention policy, the HR leaders
can think of the way to take developing the initiatives and changes in the cultural section, which
can improve the performance metrics in the organization.

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Be it any industry, HR issues remain almost everywhere due to diverse workforce working in an
organization. This involves a conflict of interest, De harmonization, dull atmosphere,
Compensation problems, Hierarchical line of communication, Dominant managers, Employee
Grudges, Women Safety, etc. The HR needs to know that the employees are not treated unfairly,
and neither are they taken of any advantage. The actual Activities of an HR specialist involve
implementing and developing the policies related to HR, Advising the line managers to interpret
the legal framework and policies in the organization, capabilities of the employees needs to be
promoted, planning for the future needs to be envisaged, motivation of the employees to be
increased and lastly the contribution by the HR personnel in the effectiveness of the business
needs to be demonstrated (Lian, et al., 2014).
Human Resource Management Theories.
Promotion Based Theory
The vacant positions in the organization need to be filled either by way of transferring or
promoting the employees internally or externally. Many employees believe that being promoted
means that it is an advantage regarding a better place, responsibility, better status or prestige,
more involvement of skill based work and also increased pay. Through external sources, the
management can hire candidates via employment exchange, advertisement, university, school
and colleges, Casual callers, Factory gates, Unions of labor, contracted labor, former employees.
Though there are many benefits in recruiting the employees at a higher level through external
sources like an infusion of new blood into the system, Incoming of a new idea, economy, etc.,
there are many disadvantages also like demoralized employees, Non co-operation, Mal
adjustment, process being very expensive.
In the given case, Management hired the candidates from external sources for the higher roles in
the organization which has led to disappointment among internal employees. The issue gave rise
to hindered quality and supply and also the increased number of sick calls. Hiring of candidates
from external sources instead of promoting the internal candidates can create a lot of problems
inside the organization due to an inefficient system and poor policies of promotion nd
recruitment. This can several issues like reduced contribution towards their work and also their
attitude turns negative towards the organization management (Aarabi, M. S, et al. 2013).
Equity theory of motivation
This theory of motivation correlates the motivation level of an individual with his perception
regarding fairness, equity, justice and morality as the management's practice. The more the
individual is fair, the greater will be his level of motivation. Regarding evaluation of fairness, the
employee examines the inputs like his contribution with the outcomes like the compensation he
will get. Furthermore, he compares the performance of another peer with same inputs.

HUMAN RESOURCES IN HEALTH CARE INDUSTRY 3
Figure 1 Adam’s Equity Theory of Motivation
Motivational Factors for Human Resource
Almost all the problems of retention can be solved by the human resource leaders in the
healthcare organization. But it is a known factor that whatever the reasons are spelled out at the
time of exit interviews, most of them can be easily controlled by the managers. The basic factors
of motivation for the employees are conducting communication on both sides between managers
and workers, exciting and challenging work environment, rewarding and recognizing the
performance, Impacting the business by the performance of the employees (Greenberg, et al,
2014).
Every organization consists of four basic factor of motivation.
 Style of leadership
It totally depends on the objectives and goals of the organization, external environment and the
employees inside the company. If a leader in the organization is changed, it can lead to changes
in the existing environment of the company.
 System of rewarding the outstanding employees
A renowned researcher has quoted that behavior which needs to be repeated in the organization
must be rewarded. In a marketing company, the sales executive get more commission on more
profitable products and vice versa.

HUMAN RESOURCES IN HEALTH CARE INDUSTRY 4
 Organizational climate
Treating the employees of the company badly or disrespecting them is the most offended activity
inside the company. There should be a common principle for the organization of respecting each.
It can also contribute in reproducing the most creative, productive and happiest employees in the
industry.
 Work Structure
If the work structure is imaginative, demands high energy levels and creative in nature, it can
bring out the most effective outcome of the individuals. The factors of communication,
negotiation, and interactions with people make the work profile interesting and challenging.
Need Assessment for Recruitment and Talent development
Figure 2 ADDIE’S Need Assessment Model
The factors that will determine the recruitment strategy in the organization can be categorized
into internal and external. The internal factors include objectives of the organization, size of the
company, expansion and growth factors, Cost that needs to be incurred and planning of Human
Resources. The External factors include demand and supply, the market for labor,
goodwill/image, the rate of unemployment, competitors, legal, political and social environment.

HUMAN RESOURCES IN HEALTH CARE INDUSTRY 5

HUMAN RESOURCES IN HEALTH CARE INDUSTRY 6
Conclusions
Health care industry undergoes many changes which imply the management of human resources.
Many factors that drive the change may include- globalized economy, the environment of
business being very dynamic, deploying the information technology. If the organization chooses
to deploy the employees from internal sources only, it will help to increase the morale of
employees and may also promote the loyalty, lesser error while selecting the right candidate, nil
or less cost of training the employees. It can also help to develop the self-esteem among
employees as they get prepared to occupy the senior posts inside an organization.

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REFERENCES
Aarabi, M. S., Subramaniam, I. D., & Akeel, A. B. A. A. B. (2013). The relationship between
motivational factors and job performance of employees in Malaysian service industry. Asian
Social Science, 9(9), 301.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
Greenberg, J., & Cohen, R. L. (Eds.). (2014). Equity and justice in social behavior. Academic
Press.
Lian, J. W., Yen, D. C., & Wang, Y. T. (2014). An exploratory study to understand the critical
factors affecting the decision to adopt cloud computing in Taiwan hospital. International Journal
of Information Management, 34(1), 28-36.