Human Resource Management Challenges in Healthcare: A Report

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Human Resource Management
Assessment Task 3
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Table of Contents
Introduction................................................................................................................................3
Key Challenges..........................................................................................................................4
Recommendation........................................................................................................................9
Conclusion................................................................................................................................10
References................................................................................................................................11
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Introduction
Human resource management is a sensible approach by which people who are a part of a
particular organization are effectively managed. This active management of people leads to
overall increased efficiency of an organization, and it gains a competitive edge. The
managing of employees includes the process of hiring new employees, firing of existing
employees and training them. The main objective of HRM is to encourage employees to
perform efficiently such that the organizational goals can be achieved. HRM has a strategic
role in creating a balance between the employees and the workplace environment. HRM
regularly works towards helping employees to develop their potential fully. Their
responsibility includes bringing the employees and the organization itself closer so that both
their goals are achieved.
This report contains a detailed discussion on five themes; each of these themes will provide
an insight into the challenges faced by the HRM in a health care centre. The effects of these
are increasing labour turn over in the health care centre, and staffs are not satisfied with the
HRM activity in the workplace. Due to this purpose, the essay highlights those factors which
are the challenging factors for the HRM. For resolving these issues, health care centres need
to making common goals which can satisfy the demand of doctors, nurses and other staff.
This report will discuss those factors which are capable to resolves these particular issues.
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Key Challenges
In the health care industry, it is well known that it is one of the most comprehensive sectors
when it comes to employee strength in many areas. It requires a lot of skills, qualifications
and experiences for the employees to perform the given tasks because it is the most critical
requirement of the work in these industries, but the sad part is that the employees’ turnover
ratio is very high in the health care industry. It helps to understand the employees (including
part-time workers) are not happy with the organization they are working with the health care
industries (Currie et al., 2015). It is the human resources manager's responsibility to manage
the workforce and their issues effectively to effectively manage the issues related to HRM in
the company (Nankervis et al., 2016). The industries have been going through many of
evolution in past few years which make it require that the human resources manager will
expertly handle Evolution of HRM to manage the work without causing any disturbance to
work in the organization.
Evolution of HRM helps to understand the needs and issues related to the employees working
with the company (Nankervis et al., 2016). It is essential for the company, and it will be valid
to make the employee stay with the company for a more extended period (Currie et al., 2015).
It seems natural to accept the changes, but when it comes to handling a large workforce, it is
not quite simple or easy and in health care industries because in this industry more often they
have a considerable number of employees working in the organization. It is one of the most
critical issues behind the main points of HRM in health care industries (Nankervis et al.,
2016).
If the company management and human resource manager will be able not only to be able to
understand the reasons and impacts of those issues on the employees, it would be easy for the
employees to stay with the company for the long run and become more satisfied with the
policies of the company (Currie et al., 2015). Evolution of HRM makes the communication
more complicated in the organization among the employees and management, which increase
the chances of miscommunication between them (Nankervis et al., 2016).
Human resources management is not just a department in the organization, but it is one of the
most essential and responsible departments in the organization. It has a few primary
responsibilities, all related to the employees in the company and the health care industry, and
it became more complicated to manage the duties of employees in the context of HRM.
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Health care industry has many essential job opportunities, and all of them require special
qualification, skills and sometimes experiences too (Kessler et al., 2017). In context of HRM,
it is really need that human resources manager will able to understand the issues related to the
employees in the organization and resolve the problems really quick because otherwise, it
could be the best possible reason in order to increase the employee turnover ratio in the
organization as well (Nankervis, et al., 2016). It doesn't seem natural, though because in the
context of HRM, sometimes fulfilling all those duties became not so possible along with the
pressure of managing employee turnover in the organization.
The main issue which raised because of this is related to planning and its execution in the
organization. Planning the recruitment and the hiring process is one of the essential
requirements of the human resources management in the company and health care industry;
it’s already that the employee turnover rate is high in the organization. It makes the process
of planning of hiring and training in the company more complicated, which helps to increase
the cost of hiring and training as well (Kessler et al., 2017).
It will be not an ideal situation for any organization in any industries, but especially in health
care industries, it not only increase the cost of the recruitment and training process but it also
increases the operational and expenses of the company in the context of HRM (Nankervis et
al., 2016). It significantly affects the profitability of the organization and in health care
industry where a large number of employees are associated with the company that is not a
good thing for company’s growth and future (Kessler et al., 2017). If companies pay attention
to the root causes of the issues going on with employees and HR and management of the
companies in context of HRM, it will easy for them to not only reduce the recruitment and
training cost but it also be conducive to manage the employee turnover rate in the
organization which should be their prime focus.
It is essential for the companies to effectively manage the workforce and make them satisfied
with the companies' policies itself and with all the people associated with the company.
Things will become complicated if the industrial relations: frameworks and practices not
able to make the employees connect with the company (Cowman & Keating, 2013). It is not
human resources manager's responsibilities to manage all issues related to the industrial
relations and the employees, but it is also company's management's responsibilities to
improve the industrial relations: frameworks and practices in the company (Nankervis et al.,
2016).
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That is important to manage in health care industries there are many people associated with
the organization which makes it complicated to handle and manage the industrial relations
effectively: frameworks and practices (Nankervis et al., 2016). All these things lead negative
reputation of the company in this competitive market because if company management and
HR fail to manage the industrial relations: frameworks and practices it increases the conflicts
between the company and other industries and many of those conflicts ended up into labour
court cases at the end (Cowman & Keating, 2013).
Human resource management plays an essential role in managing those relationships. In
those companies in health care industries, where they have a considerable workforce there
working in the company, it is not possible for just HR to manage all this by its own but if
they make some advance and require changes in the company's policies and rules &
regulations so that they would feel that the organization appreciate their work and worth them
as well. It will help to improve the chances of industrials relations: frameworks and
practices in the company with employees. It is not an ideal situation for the company because
if there are many conflicts, it wills automatically going to reduce the productivity of the
employees (Cowman & Keating, 2013). That will impacted the motivation level of all the
employees because the terms and conditions of working in healthcare industry all not easy,
irregular day and night shifts, overtime and emergencies are the things which increase the
employee turnover in the company so it is essential for the HR manager to improve the
industrial relations: frameworks and practices in order to maintain employee turnover
(Nankervis, et. al., 2016).
HRM is playing an essential role in the health care industry to make efficient service quality.
For this, purpose HRM needs to schedule its task according to preferences or planning. HRM
faced issues regarding the planning like the unavailability of doctors, nurses and other staff. If
HRM pre-planned all the activities, it is easy to manage the operations. The plan reduces the
part of stress, not even the service provider. It is reliable for the service taker also. Due to the
lack of appropriate management in the industry proves that its employees and patient are not
satisfied with the service.
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The significant issues are that patient’s face the problem of which includes not able to take
proper medication or treatment. Other items are that the rate of labour turnover is always
increasing. It is the responsibility of the HR department that they need to take care of the
human resource of its industry. The reason for these issues is that staffs are not getting proper
training and development program in the health care industry (Yalçındağ et.al., 2016)
HRM need to plan according to the team if fresher’s candidate joins the health care centre. It
requires a proper training program which helps or promotes them to work in the new
environment. Heath care needs to maintain the strategy in which mention its plans that it aims
to satisfy the patient requirement and understand their issues properly. Planning is initiated
when the new policy is ready to implement. It helps to measure or evaluate success.HR
planning in a challenging environment is the most significant aspect because according to
modern time. Health care Centre has innovative ideas by which it can be able to satisfy its
patient successfully.
Planning is not changing regularly, but in execution, new strategies and new approaches
require planning. To reduce, the labour turn requires planning by which health care centre
understands the issues of employees and recover on time is helpful to maintain the long-time
employees in the organization. HRM need to plan over how to utilize the resource efficiently.
It needs to be concern about the financial aspect, which will help to execute new activity the
workplace.
Another issue is that according to the global environment work design challenges are
constantly changing Health care industries are providing their services in a qualitative manner
by which patients will be satisfied. For this purpose, health care industries accept various
innovative ideas and factor which enhances the rate of service. It is a challenging task for the
employees to work according to new strategies and easily capable of a new environment.
Nowadays, health care industries design its work according to the global environment
because it in a modern era, organization concern about innovative ideas and adopt new
strategies which enhance their capabilities. But it is the responsibility of HRM that adopt only
those work designs which will be surely work in their organizational culture (Cooke, &
Bartram., 2015).
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Most of the employees are not satisfied with the new design culture, so they easily moved
out. Cost cutting and labour turnover prove that it is the disadvantage of the most challenging
issue for the organization. HRM needs to work for these issues and design its working
patterns by which employees get satisfied and able to put their efforts in a good quality of
service.
Different nations have their own culture. It is not necessary that their work design is easily
implemented in other countries. For example, if Australia is technology friendly and their
mots of health care centre are used the advanced technology machines. The HRM of
Australian designs its work culture in which it gets to optimize the tools. Although, in other
nation supports the human resource and according to their traditional methods, human efforts
can provide qualitative to the patient. The respective HRM segregates the work as per the
demand and requirement. It is the most prominent issues that HRM need to work over it and
resolve as per the complete discussion with the other respective members. New features need
to be updated according to the current requirement or if it reduces the efforts. It needs to
maximize the quality of service in the health care centre. It requires hygienic, cleaning and
proper treatment as per the diseases (Zhu, Tang, & Liu,2019).
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Recommendation
Evolution of HRM increases the complication of communication methods in the organization
among employees and management. It increases the employees’ turnover rate in the
organization. It is significant for the human resources manager to improve the
communication methods in the organizations (Ranjhan & Mallick, 2018). Open
communication will be helpful to reduce miscommunication in the organization to stay the
employees with the organization in the health care industry.
In health care industries, high employee turnover rate is a fundamental issue which affects
most of the companies in the industries as well (Shantz et al., 2016). Company management
and HR manager should focus on making employee satisfied to increase their chances to stay
with the company for a more extended period. Innovative ideas, system and programs will be
helpful to manage these HR issues in the company (Shantz et al., 2016).
For manage and run smooth industrial relations: frameworks and practices, it is vital for the
HR manager and company to manage the relationships among employees and company by
improving employee engagement in the organization, HR manager should collect regular
feedbacks from employees so no communication gap will be there and employees feel
connected and satisfied working with the company and stay there for a longer time.
The HRM of Health care centre needs to analyse the entire requirement and all the techniques
before the implementation. Ask or take suggestions to the employees if they are accepting the
innovative work design which is already implemented in the global environment. HRM needs
to be implemented for a shorter time it and employees are satisfied with this new theory. It
will apply for a more extended period (Schopman., 2017).
For these challenges, HRM needs to work on modern methods and understand the employee's
requirement or needs from the survey. Employee’s retention is of the most crucial work for
the organization. So of HRM procedures planned according to the common goal of
employees, health care industries and patient. It gives effective results (Kessler., 2013).
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Conclusion
This discussion consists of the critical challenges of HRM in health care centres. This
discussion helps to estimates how HR managers play a significant role in health care’s
centres. What are their responsibilities and how they will become managers? The challenges
are to establish new issues for them. It is the ability of HR who performs their task according
to the accomplishment of goals. It requires taking the accurate decision on a correct. This
skill enhances the productivity of the organization. Health care centres are facing numerous
problems due to modernization or after the technology world. People are not able to accept
easily new strategies so that HRM describe or explain its advantages. From this essay,
learners will able to take in-depth knowledge from the perspective of HRM in the health care
industry. Explained recommendation proves that there is some solution which can quickly
resolve such issues which are raised by the employees mostly. For this purpose, the essay
enlightens the role of HRM in health care, which needs to balance every aspect of the
organization.
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References
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