Healthcare Human Resource Management: Semester 2 Report

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WRITTEN ASSESSMENT 3
HRMT20024
MANAGING HUMAN RESOURCES
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Table of Contents
Introduction......................................................................................................................................3
Key challenges in attracting employees in the health care industry................................................4
Key challenges in the retention of the employees in the health care industry.................................5
Talent attraction and selection in health care..................................................................................6
Internal Source.............................................................................................................................6
External Source............................................................................................................................6
Managing workplace health and safety...........................................................................................8
HR planning in a changing environment.........................................................................................9
Strategic Reward Management......................................................................................................10
Monetary incentives...................................................................................................................10
Non-monetary incentive plans...................................................................................................11
Industrial relations: Frameworks and practices.............................................................................12
Conclusion.....................................................................................................................................13
References......................................................................................................................................14
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Introduction
In this study, there will be a discussion about managing and retention of human resource in the
company. It means providing a satisfactory environment to the employees in all which includes
there working culture, environment, perks, working methods, and their remuneration. From the
business context, when employees leave a company frequently then the training and
development cost for the company has become high because they have to train new employees.
HRM techniques not only help in maintaining employees, but it also helps the management in
designs various other policies. The selected industry is the Health care industry, in this
discussion, there will be discussion regarding key challenges health care industry faces in
retaining and attracting. 5 topics are selected from the given weeks, these topics will be covered
in this study in the context of human resource management. These topics will succor in the deep
understanding of human resource context in the health care industry. The priority of human
resource management to provide great services to their patients and employees in order to sustain
in the industry.
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Key challenges in attracting employees in the health care industry
In the health care industry, major challenges employers face in attracting employee of getting
lack of quality candidates even though employers are ready to pay good remuneration to the
selected candidate. In the healthcare industry, it is the major requirement of the employer to gain
quality talent in their company because an employee of the health care industry is direct help the
patients in recovering them. If any doctor or nurse assign wrong prescription or medicines to the
patients then the image of the hospital or healthcare institution will have vanished from the
market. Thus, selecting skillful and knowledgeable talent is the biggest challenges while
attracting candidates because employers are in fear of attracting wrong talents (Bayraktar, et. al.,
2017).
According to Nankervis, et. al., (2016), from chapter 6, there is the explanation for developing
the human resource which implies the ways to obtain human resource talent from outside. In this
book, it is explained that an employer faces challenges in giving superlative experience to their
candidate at the time of the hiring process. Not providing superlative experience always result in
creating a bad impact on employees mindset and this bad impact affects the reputation of the
company also in the market.
Another major challenge this industry faces is that the healthcare industry provides low
remuneration to the employees then the expectation of the employees. This is the major
challenges that create hinder in fascinating candidates. Due to increasing competition in this
industry, there are a lot of other institutions which are ready to offer high remuneration to the
employees who are working in other industry. In order to attract employees, the employer has to
offer them high remuneration in comparison with others. Providing high remuneration to all the
employees then the company standard can result in the declining of an institutions profit (Cooke,
et. al., 2015).
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Key challenges in the retention of the employees in the health care industry
Lack of engagement of employees results in the less retention of the employees in this industry.
Lack of engagement will always bring unpredictable situations heavy workloads to the
employees. In this way, employees become frustrated and try to exit from an organisation.
However, this creates major challenges to an organisation because now they have to appoint new
employees and expenses will be incurred in their training and development (Faller, et. al., 2016).
High or low remunerations plays a critical role in driving employee retention. This is the primary
factors. Employers face challenges when they fail to provide adequate compensation, incentives,
bonus, and other perks to their existing employees. From the employee’s perspective, they offer
their services where they get adequate compensation and this creates hinder in the retention
process (Harrison, 2015).
Another challenge is about creating an efficient and positive working culture for the employees.
Not only monetary benefits, but employees also expects positive culture or recognition of their
work from their team leads. Even when an organisation pays good compensation, employees will
leave the company if they feel their good work is not properly appreciated by their team
members and patients. This also creates a major challenge for the employers in the retention
process however by arranging rewards and recognition programs can provide can act the great
milestone by the employer.
Lack of proper management also deals in less employee retention ratio because an employee may
feel uncomfortable if the management policies are not in their favor. The unnecessary burden of
useless policies and unnecessary interference of high-level management creates a bad impact on
the employees and at the end, they start looking for other opportunities.
According to Nankervis, et. al., (2016), in chapter 6 there is an explanation which says employee
retention affected by the many factors such as no employee satisfaction, not the comfortable
working environment, and not proper remunerations structure. In order to improve the retention
rations, an organisation should modify these policies according to the market. If they fail to
modify then their competitor's will and competitors will gain the precious talent of the company.
However, rewards and recognition are also very crucial plays a crucial part in the retention of the
employees.
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6

Talent attraction and selection in health care
In this topic, there will be a discussion about the sources and process of selection which helps the
health care industry in selecting and attractions new talents. There are two major sources
available in this industry (Khan, et. al., 2015).
Internal Source: By offering the promotion to the existing doctors, nurses and other staff a
healthcare institute saves the majority of their time and money because they get the known talent
from there institution itself instead of approaching outside resources. Transfer implies shifting
the location of the employee in order to fulfill the required position where there is the scarcity of
work. There are many other internal approaches also which helps the management in saving time
and efficiency.
External Source: Advertisement for the job is the common and oldest source of recruitment.
Desirable candidates send their resume to the official address or on the email of the institution.
Campus recruitment is the best external way because health care institutions get fresh talents in
low salary packages. Human resource management only needs to visit the colleges and university
in order to appoint candidates. Employers have other opportunities also for attracting talent from
external sources (Mitchell, , et. al., 2013).
This is the brief description of the internal and external selection sources of the health care
industry. Now, let's have look at the selection process.
 Human resource management makes a list of the vacant position.
 HRM decides whether they need to approach over internal or external source.
 They circulated the notification about the job over the selected source.
 Desirable candidates approach towards the job and fix an appoint with the HR manager.
 After analysis its skills and qualification, if the HR manager finds him/her capable then
they send their profile or resume to a higher level of management.
 After approval from the higher authority, the HR team discuss the package and work
culturing with the candidates. Candidate can also clear any questions or doubt he has in
this session.
 After that, they are called for a medical check-up.
 Documentation round takes place after a medical check-up.
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 The candidate gets the offer letter once his documentation is completed successfully.
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Managing workplace health and safety
According to Nankervis, et. al., (2016), from chapter 11, it is the responsibility of an organisation
to ensure the proper safety of their employees. Ensuring employees' safety implies safety in
terms of their health and safety from any calamity that occurs while working hours. Maintenance
and creating a safe working environment is the foremost step by the employers because a safe
workplace helps the employee in feeling secure and helps him in concentrating work more
effectively and efficiently. In this book, it is explained that an organisation needs to ensure
employee safety irrespective to their work type of position. For example, a low level of
management also requires a safe environment as the higher level of management.
Employee safety in the healthcare industry: From the time it has been recorded that the
healthcare industry many times fails in providing safety to their employees. This is because of
the fact that doctors or nurses daily have to deal with a lot of equipment and drugs which are
very harmful. In order to ensure proper safety health care industry always ensure to use only
those technology and equipment which are secure to use. As using such safe technology also
succor patients and the resources of the hospitals (Sadatsafavi, et. al., 2015).
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HR planning in a changing environment
According to Nankervis, et. al., (2016), from chapter 4, HR planning in the health care sector is
done keeping the interest of their entities that are employees, management and patients. All these
policies or framework in the changing environment ensure the interest of these three entities and
these policies are also responsible for enhancing the reputation of an institution (Shantz, et. al.,
2016).
These health care policies include all the claws, legal laws, agreements, working conditions, etc.
which succor the management to sustaining them in a dynamic environment. For example, these
contracts and other policies help the management in governing and protecting the interest of
doctors or nurses or others even after facing the pressure from outside sources in many ways.
The five factors are responsible for the dynamic human resource environment (Bayraktar, et. al.,
2017). These 5 factors are:
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Economical,
technological
changes
People's
dynamic
attributes
Internal
changes
Continouse
changes in
work procee
Globalisation

Strategic Reward Management
Health care industry uses the reward management techniques in which they offer special
privileges to their staff when they accomplish the work of the hospital. Employees also earn
rewards when they adhere to the rules of an institution. In this way, healthcare industry motivates
their employees to perform effective work and to enhance their work quality (Cooke, et. al.,
2015). In the health care industry quality of work is extremely crucial because any negligence
can result in the bad health condition of the patients. Thus, this industry uses two forms form of
motivating employees:
Monetary incentives: Healthcare industry uses this part as the tool for motivating their staff to
conduct work with effectively and efficiently. As money plays an important role in motivating
employees, it helps the management to trigger the employees and staff work with more
concentration than before. Employees also prefer these motivating techniques because
employees also believe their working after the better lifestyle and money motivates them very
well. So, Healthcare industry motivates its employees through incentives, perks, bonus, salary
hike, and other monetary advancements. Performance linked incentives plan results in increasing
the productivity of the employees and improves the quality of work. Stock option plan, under
this employees, has the option of getting the stocks of the company in less price then listed. This
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Monetar
y
incentive
s plans
Non-
monetary
incentives
plans

methods feels the employees as same as getting the ownership of the company. Enormous
perquisites like car allowance, entertainment allowances, and education benefits also act as the
great motivator for the employees (Faller, et. al., 2016).
Non-monetary incentive plans: Strategic reward management uses these methods to save
their cost and improve the productivity to their staff. Rewards and recognition play crucial in
motivating the employees, however several times monetary benefits are also offered to the
employees with recognition. Employees feel great when they get appreciated by patients or team
leaders which eventually boost up their performance in all the areas of their work. Contribution
programs are also important as they make the employees belief like they are a valuable asset for
an institution. In contribution plans, management allows the middle level of management to take
decision according to their comfortable and try to accomplish their work goal. At last,
independence to complete the work is also counted in the non-monetary plans by human resource
management. However, this is the most difficult policy to implement in an institution due to
many reasons (Harrison, 2015).
These are the two important tools of strategic management which help them in motivating and
encouraging their employees for the better performance of work. Among the monetary plans,
money is the best way to motivate staff members to conduct effective work. On the other hand,
among non-monetary plans rewards and recognition are the best way to keep an employee
energetic (Khan, et. al., 2015).
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