Healthcare HRM: Retention and Attraction Strategies

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HRMT20024 - Managing Human Resources
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Contents
Introduction......................................................................................................................................3
The Key challenges of human resources management in health care industries.............................4
Recommendation.............................................................................................................................8
Conclusion.....................................................................................................................................10
References......................................................................................................................................11
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Introduction
Human resource management is an important approach to manage the workforce. It replaces the
traditional method of the development of the employees. The employee turnover ratio is a key
challenge for healthcare centers. Employees often search for better working condition and
resulted in they move in any other organization. Development of the employees is the issue for
the health care industry. Attracting new employees is a big challenge which is faced by health
care sectors. In these scenarios, human resource management practices play a vital role. The aim
of HRM is to provide better working condition to the employees. In the essay, numerous
challenges faced by the organisation in the retention of the employees for the long term will be
covered.
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The Key challenges of human resources management in health care industries
Health care industries are one of the broadest industries in the world and one of the most
complex one, also. Worldwide many of the employees are involved in the health care industries
and managing them is one of the most challenging things in all operational activities of the
company (Ramadevi et al., 2016). In any health care organization, not just many of patients but
other than that many of employees, including part-time workers also which are an essential part
of the organization. Managing a considerable number of employees is not easy for HR manager
as well (Cooke & Bartram, 2015). For managing human resources efficiently, it is required that
company management maintains good industrial relations: Frameworks and practices in the
organization. It will make a huge positive impact on the roles and functions of HRM, which is
the biggest responsibility of the HR manager. Recruitment and selection of new employees,
training and managing all the existing employees are the responsibility of human resources
manager. It is essential that the company provides all the required resources to the HR manager
to fulfill the roles and functions of HRM (Cooke & Bartram, 2015). The health care industry is
one of those industries which have the highest employee turnover rate among all the sectors
(Ramadevi, et al., 2016). Industries relations: Frameworks and practices play an essential role in
making the Human resources process smooth and easy but if all these Industries relations:
Frameworks and practices will not manage effectively; it will surely create an issue in the
company. It encourages the employee to leave the company (Cooke & Bartram, 2015). It
increases employee turnover in the company because it is one of the most crucial reason in the
organization to lead communication gaps in the company among management and employees. It
will make employees feel not so connected with the company and, and they eventually don't
want to stay with the organization, especially in health care industries as well (Cooke & Bartram,
2015).
The health care industry is quite complicated, and it also includes one of the most significant
numbers of employees in it. Managing the whole process of Human resources of management in
the organization is not an easy task. It will create many issues and problems in the company and
make the process even more complicated. In the health care industry, where there Human
resources manager have a large workforce to manage in the organization (Munda, 2014). If HR
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manager becomes fail to handle those issues, it will create many other problems to the
management and even in the operational activities of the company which will impact
management of performance in the organization (Cogin, et al., 2017). To achieve success in the
management of production, the biggest factors are contemporary issues in managing HRM. It
will not only create communication issues with the company and management itself. If the
employees are not able to feel happy and satisfied with the management or company policies, it
will not a good signal for the company because it is a situation where dissatisfied employees will
not be able to continue with the company for long as well. It will make a massive increment in
the rate of employee turnover in the organization. It will make the management of performance
difficulties in the company (Cogin, et al., 2017). If employees don't stay with the company for a
more extended period, which is one of the most prime issues for the companies in health care
industries. If companies pay attention to listen to their employees, it will be helpful to manage
the contemporary problems in HRM. It helps to reduce employee turnover in the companies,
especially in health care industries, which will be helpful to manage contemporary issues in
HRM (Munda, 2014).
In the healthcare sectors of Australia, there is poor employee reward and recognition system. In
the context of HRM, there is a lack of giving rewards and appreciation to the employees. Reward
system is very helpful in keeping the employees loyal to the company. In the healthcare sector,
employees are not so satisfied with their jobs. Employee recognition enhances employee
productivity. Due to poor rewards and recognition system, there is a lack of employee
engagement in the day to day operations. Because of the poor reward system, the industry failed
to attract new talent. Nowadays employee retention and attar ting them is a major concern for the
healthcare industry of Australia (El-Ghalayini, 2017). It is very necessary for the industry to
introduce changes in the existing HRM practices to manage the workforce and to encourage
them to work with perfection. Employee reward and recognition system build reputation and
image of the industry. It lowers the negative attitude of the employees and the employees
become more productive.
Poor employee reward and recognition system increase employee turnover rate. Appreciating the
work of the employees, results in numerous benefits to the industry. The core benefit is that it
reduces the employee turnover rate. Satisfied employees stay in the organisation for the long
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term and they do not seek other options. Recognition of hard work of the employees encourages
teamwork and all the work collaboratively. When the hard work of the employees has
appreciated that the job satisfaction and productivity of the employee's rises. The employees of
the health care sectors are facing numerous challenges in effective working. The industry needs
to bring advances in the HRM to properly manage the workforce (El-Ghalayini, 2017). There is a
lack of employee rewards practices and that is resulting in the dissatisfaction among the
employees. The industry needs to implement a proper rearward and recognition system to hold
the employees and to attract new talent.
Human resources planning is getting fierce by each passing day in this competitive world of
health care industries, which is enough to indicate the complication of the HR planning in a
changing the environment. The internal and external environment helps to develop and manage
organizational strategies which often influence human resources management strategies as
well. HR planning in a changing climate is considered to be one of the most critical issues of
human resources in the industry of health care worldwide (Christen, et al., 2015). Things have
been changing very rapidly in the sectors; the more things will go to advance day by day, the
more things will get complicated by each passing day. Managing HRM strategies will get
affected because of this (Oosteveen, et al., 2014). If HR planning in changing environment is not
implemented according to the present planning's, it will create much more issue in the company;
it mostly makes an effect on the employees and human resources manager also. The roles and
responsibilities of an effective human resources manager are that the HR manager will make the
employees feel connected and worthy in the organization. The recruitments and training of new
employees will be an essential part of the human resources manager and it is HR manager's
responsibility to make sure that the employees who got trained and skilled according to the need
of organization that they will stay for more extended period in the company (Christen, et al.,
2015). Otherwise, it is just not the loss of good employees, but it is also responsible for
increasing operational cost and waste of resources also which will be not an ideal situation for
the companies, especially in health care industries (Nankervis, et al., 2016). It is one of those
industries, which require a lot of skills and training to perform their tasks effectively. Companies
have to pay attention to make and run human resources strategies to achieve success in HR
planning in changing the environment (Oosteveen, et al., 2014).
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In today's globally competitive environment, managing the needs of employees and employers,
according to the organization policies that are considered to be the most significant requirement
of health care industries nowadays. Managing a vast number of workforces will be such a
significant issue that the employee turnover rate is getting high day by day in health care
industries day by day (Alexender, et al., 2018). The health care industries require the most
skilled, experienced employees and employers do many efforts to make them stay with the
organization, but still, employee turnover is one of the most significant issues nowadays.
Companies have to pay attention to the work design challenges in the global environment. The
job analysis process is an essential part of the human resources manager, but doing with a large
number of employees is not as easy as it seems. It increases employee turnover in the
organization (Hangulu & Akintola, 2017). Companies and their HR managers should pay
attention to the work designs challenges in a global environment because these days because of
globalization, the elements of human resource management are getting affected by many internal
and external aspects of the environment (Nankervis, et al., 2016). The organizational climate
plays a vital role in the retention and turnover rate of employees in the organization because it
often makes an enormous impact on employees itself and it will create many contemporary
issues in the organization such employees doesn't feel connected with the organization and that
will make them leave the organization in a short amount of time (Alexender, et. al., 2018). It is
essential for the HR manager that they will make them feel connected and safe and doesn't let
them affected the internal and external factors which are running in the global environment of
health care industries. If the human resources manager is able to make them feel connected, the
chances of employee turnover will automatically be going to reduce. So company management
and HR manager should focus on creating and managing their strategies according to the global
trends so that employees will stay with the company for a more extended period (Hangulu &
Akintola, 2017).
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Recommendation
It is recommended to the healthcare industry to provide rewards and other benefits to the
employees for keeping them in and building loyalty in them towards the industry. The healthcare
industry is facing multiple hurdles in holding the employees. There is a lack of good working
condition and in this reason, the industry is facing heavy employee turnover rate each year. The
industry needs to maintain regulate the practices of HRM in order to encourage the employees
and providing better working condition to the employees (Budrevičiūtė, & Petrauskienė, 2018).
HRM should conduct sessions in which the employees can discuss their challenges and hurdles.
For building teamwork and to enhance the image to attract new the industry needs to implement
a reward system.
For building effective relations among employee and employer, HRM should determine the
issues and fix them. Effective relationship in the industry is necessary for the accomplishment of
the end to end goals. It is often seen that the employees leave their jobs due to industrial disputes
HRM should determine the hurdles which employees waking in the industry is facing and should
resolve them. HRM of healthcare sectors needs to adopt the new practice for the management of
the employees as the industry is facing challenges in retaining the employees. Through an
effective relationship, the objectives and the goals of the industry can be accomplished timely.
Effective relationship enhances brad image of the industry.
The industries should hold training sessions in order to make them familiar with new
technologies and new ways of working. In the changing environment, the employees face
challenges such as lack of technological knowledge, issues in operating the systems, cultural
conflicts and so on. The companies should give training to the employees to resolve their issues
and by this approach, the industry will be able to maintain and attract the employees. Training is
essential to remove the knowledge gap of the employees. The employees need timely training to
get an understanding of the policies and practices of the industries. The training helps the
employees to make the correct decision. Training is important for the overall development of
employees. It enhances the performance of the employee. It improves the status of the company
and profile. Training plays a major role in encouraging the employees to adopt new changes in
the policies.
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Role of HR in the healthcare industry is to provide a safe and good working condition to the
employees. The HRM of the healthcare industry needs to adopt practices which provide a safe
and healthy platform to the employees. It is necessary to provide good working condition to the
employees otherwise the employees will not be loyal towards the company and they will seek
another option. New employees attract only towards those industries that provide excellent
working condition to the employees (Munda, 2014). Safe working condition is the primary need
of the employees. The environment of the workplace should be positive so that the employees
can freely do their jobs. Hence with the adopting new approaches of retaining and attracting the
employees HRM of the healthcare industry will be able to hold loyal and talented employees.
To regulate the HRM in the healthcare it is recommended that that the industry should seek the
feedback of the employees in order to provide job satisfaction and job security. After the
collection of feedback from the employees, human resource planning should be done. The
planning should in a manner that attracts new employees and retain the existing employees.
Human resource planning means sustainable utilization of the human resource. The practices of
HRM should be to resolve every issue and challenges which the employees face in the industry.
When the employees work in an organisation they faced several challenges and the Role of HRM
is to resolve the issues. HRM of the healthcare sectors needs to adapt new changes so that
industry can retain the employees and that will reduce the training cost of the organisation as
well.
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Conclusion
From the essay, it has been concluded that the healthcare industry of Australia is facing
challenges in retaining and attracting employees. The HRM practices of the healthcare centers
need to adopt new practices of managing the employees. The HRM of the industry should be
designed in a way that provides superior working condition and safe workplace to the
employees. The industry should provide remuneration and other benefits to the workforce so that
they may feel connected towards the industry and can contribute maximum efforts for the
attainment of the desired goals of the industry. Human resource planning needs to be done in the
healthcare industry to hold and attract a skilled workforce. Human resource planning will assist
the industry to build effective industrial relations. From the essay, it has been concluded that
employee reward and recognition play a major role to enhance the loyalty of the employees
towards the organisation. In particular, this essay covers major challenges face which the
healthcare industry is facing in the retention, development and attracting the employees.
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