HR Management in Healthcare: An Annotated Bibliography (Hrmt20024)

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Hrmt20024 Managing Human Resources
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Assessment Title: Assessment 2- Annotated Bibliography
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Article 1
Reference of the article
Edwin, A., & Ohaegbu, V. (2015). Strategic Management of the Benefits and Challenges of HR
Outsourcing in Effective Organizational Management in the health sector. Journal of Business
Studies Quarterly, 7(2), 85-108.
Objective and research question
The research question is as follows:
Question 1: What is outsourcing and how it affects the business process in the health sector?
Question 2: Explain the benefits and challenges that are faced by HR in outsourcing?
Question 3: What are the different stages that are involved in outsourcing and what is the need
for HR outsourcing?
Method
In this article, a qualitative research methodology is used to gather data and information. The
information that is used in this research is gathered through ethnographic research, focus groups,
one-on-one interview, and case studies. The information is used in such a manner that focuses on
the behaviour and perception of the target audience with reference to the HR planning and its
role in a business changing environment. CIPD survey and case study of BP Amoco is used in
this article.
Findings and discussion
There are two important roles that are played by organizations in today’s environment. The first
role involves the business partners that only focus on performing the various functions that
directly affect the bottom line objective of the health sector organization. The other one involves
top management that is directly related to the daily needs of employees which addresses the
organizational functions effectively. These roles provide great foresight that helps in managing
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the different strategic approaches through ensuring the various concerns does not affect the
business operations. The force of globalization is increasing day by day and the major result that
has been seen in the business platform is that there is slightly and high change in competition.
Low performing organization is surviving due to the protection from governments and national
boundaries but not anymore.
Conclusion
From the above, it has been concluded that in the modern and changing environment various
organization takes the place of other organization through improving their product quantity and
quality that helps in delivering the high-end users with well-defined logistics. The organization
also focuses on training and motivating the workforce that helps them in supply and adaptable to
meet with challenges that are full of competition. In order to deal with organizational
complexities, the organization needs to become more flexible and responsive. Imparting the
organizational flexibility it is important to manage the human factor.
The contribution of the article in Essay 3
This article is related to Strategic Management of the Benefits and Challenges of HR
Outsourcing in Effective Organizational Management that contributes in essay 3 as this article
explains the various benefits and challenges faced by HR in changing the environment.
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Article 2
Reference of the article
Pynes, J., & Lombardi, Donald N. (2011). Human resources management for health care
organizations: A strategic approach. San Francisco, Calif: Jossey-Bass.
Objective and research question
The objectives of the article are as follows:
 To identify the different components of the health care business.
 To explain the critical five changes factors that affect the environment of the health care
business.
 To understand the functions and roles of leadership in the health organization.
 To recognize the concept of HR management in the organization of health care.
Method
There are various methods used to carry out the information and required data. Both the
qualitative and quantitative is used to carrying out the information. Spheres of influencing
models and various organizational charts have been used. Further on, the qualitative data is
gathering through different articles and facts.
Findings and discussion
Various health care organizations are the largest employer in non-profit and service community
organization that depends upon the physician fees, charitable contribution, reimbursement funds
an assortment of different revenue sources that help in accomplishing the budgetary
requirements. These kinds of requirements can be fulfilled through the help of effective human
resources and human resources management. Strategic human resource management implements
various strategies related to policies, practice, and activities of human resources that help in
supporting and improving the organization operations and its strategic objectives. It is important
for leaders and managers to understand the effects of implementing the changes. Managers need
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to formulate the objectives and strategies through reviewing the relevant data and information
about the potential human resources. They need to focus whether the human resources are
available for long term or short term goals or whether they are able to influence, anticipate and
manage the forces that are having great impact over the abilities in order to remain effective. In
health care organization, managers and leaders need to manage the capabilities of human
resources.
Health and care organization are facing various challenges in order to survive in this competitive
environment, the HRM department pals very crucial role through focusing on the long term
implications of HRM issues. This can be understood as it focuses on how changing workforce
demographics and a shortage of workforce having great impact over the organization and what
are the different strategies to address this kind of issues.
Conclusion
Above information and information discusses the essential areas which are required in human
resources management that addresses the need for human resources and its role in the
organization. Human resources are responsible for developing and planning the best practices
and different programs. There is significance in the strategic human resource management
planning and human resource planning makes a great balance on the current and emergent
dynamics that is important in maintaining the health care organization.
The contribution of the article in Essay 3
This article helps in the next essay through a brief discussion about the HR management in
health and care organization. Further on, it helps in explaining the strategic approach in HR
management in effective planning. In the next essay, the topics that can be chosen from this
article involve strategic health care human resources technology and different organizational
management strategies.
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Article 3
Reference of the article
Liu, Martineau, Chen, Zhan, & Tang. (2016). Does decentralization improve human resource
management in the health sector? A case study from China. Social Science & Medicine, 63(7),
1836-1845.
Objective and research question
The objective of the article is as follows:
 To understand the concept of decentralization
 To discuss how decentralization help in improving the human resources management in
the health sector with context to China.
 To find out the three indicators that will lead to effective HR outcomes.
Method
Case study approach has been used in this article to examine the decentralized outcomes which
will further help in improving the management of human resources. To measure the
decentralized changes three HRM outcomes has been selected that involves inputs used for
improving organizational performance, the appropriate number of staff and skills and expertise
required for improvement. Beside these assumptions has been made for examining that there is
the accomplishment of improvement and effective use of HRM policies. Data collection
methodologies and health facility-based survey were used to collect the data on the characteristic
of the workforce.
Findings and discussion
It has been analysed that decentralization is considered as the complex word for the single entity.
In the provision of health and services, the major obstacles are lack of effectiveness of the
workforce. Decentralization is explained as the common reform strategy in which organizational
activities that include decision making and planning is distributed away from the authority’s
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locations, groups and central. Human resources management can be improved through an
effective and efficient workforce. For an effective workforce, three indicators have been
examined that involves appropriate input to organizational performance, appropriate staff
members and effective skills and experience. Change in the management of human resources has
been identified through the facility based survey data that is depends upon the characteristic of
workforce and staff survey. There are various challenges that have been identified in the article
that includes inadequate in building up the capacity through the means of the action of HRM that
is not related to the health service objectives. Better and effective planning help in making strong
monitoring that directly increases the chance of improving the decentralization of HRM in the
health sector.
Conclusion
From the above, it has been concluded that change in the HR effectiveness with the strategies of
HRM can be considered as challenging in the business environment especially in large
organizations due to the making of decision making. At, such places HRM do not response to the
needs of timeliness and effective decision. Thus, decentralization is the only option for
improving the HRM practices. The article involves a case study about the province of China in
which decentralization is improved in terms of the human resources sector.
The contribution of the article in Essay 3
The article makes a great contribution in essay 3 as it helps in examining the HR results for the
different indicators of effectiveness workforce before and after the decentralization. This article
also discusses the intervention that only works while there is an effective development of work.
Effective decentralization is developed through building up the capacity.
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Article 4
Reference of the article
Mostafa, A. (2015). High-Performance HR Practices, Work Stress and Quit Intentions in the
Public Health Sector: Does person-organization fit matter? Public Management Review, 18(8), 1-
20.
Objective and research question
The main objectives of the research are as follows:
 To identify the link between the High-performance HR practices and the outcomes of
employees through examining the connection with the Egyptian public health sector.
 To focus on the perception of an employee on high-performance HR practices instead of
managers ratings.
 To analyze the different ways to be more predictive of employees outcomes.
 To understand the concept of work stress and quit intentions in the public health sector.
Method
The research articles explain the Egyptian public hospital physicians, nurses, and pharmacies. In
order to collect the primary data about the challenges, a convincing sample was adopted in which
respondents need to be uncooperative. This approach helps in showing fewer representatives
than random samples. In research pen and paper, questionaries are also used in which
participants can directly to participate in the study than the organizations. These methodologies
help in reducing the risk of social desirability response bias on participation. The questionnaire
was distributed among the 500 professionals in whom 300 were returned with a 68 percent
response.
Findings and discussion
High-performance HR practices pay attention to communicating and implementing for
effectively influencing the employees. This highlights the employee’s identification with the
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culture of the organization and strengthens the relations within the organizations. The High-
performance HR of practices is understanding as the set of interrelations between the human
resources practices that enhance the performance and quality of the organizations. By using the
framework of attraction selection and attrition, High-performance HR practices will result in a
higher level of fit between the organization and employees which further on reduces the stress of
work and quit intentions.
Conclusion
From the above data and information, it has been concluded that it is important to implement the
HR management practices and strategies. The High-performance HR practices help in improving
and enhancing the experience of employees at their workplace than accomplishing g the
congruence between the organizational values and employees. The High-performance HR
practices help in accomplishing the ongoing training opportunities, promotion within working
autonomy and high level of job securities. This increases the connection between the
organization and employees goals.
The contribution of the article in Essay 3
The study contributes to essay 3 in various ways. Firstly it provides various calls on the research
It also adds up the literature which helps in evaluating whether the High-performance HR
practices fit between the organization and employee or not. Secondly, the study examines the
effect of High-performance HR practices on employee fir within the company. This will help in
addressing the calls from additional empirical work on the factors. The last one focuses on the
growing interest of Egyptian public sector in terms of the relation between the management and
employee
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Article 5
Reference of the article
Rodwell, J., & Teo, S. (2018). The influence of strategic HRM and sector on perceived
performance in health services organizations. The International Journal of Human Resource
Management, 19(10), 1825-1841.
Objective and research question
The objective of the research is as follows:
 To address the difference between the literatures through analyzing the systems based on
performance and HRM practices in both the profit and non-profit organizations.
 Exploring the strategic approach related to HRM and human capital that contributes to
increasing the value and practice of HR which affects the organizational performance.
Method
Health services are considered as the key of knowledge-based industry which is operated in both
the profit and non-profit organizations. The deep information based on the topic has been
identified through sampling procedure. The survey was conducted through 50 employees in HS
industry. Formative and reflective measures are included in the questionnaire.
Findings and discussion
The study is applied to the HRM strategic model for both the profit and non-profit organizations
with context to the HS organization in Australia. The findings are based on the commitment of
the organization toward the employees, customer orientation and possession of HRM orientation
in human capital that enhances the HR practices and having a great impact over the Australian
health society. The overall performance of the Australian health service industry is measured
through the human capital enhancing HR practices. The health service organizations promise to
their employees with the external orientation in order to meet with the demands of customers
through adopting the strategic orientation to HRM. The strategic approach of HRM is
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implemented in HR practices that completely contribute to increasing the value of human capital
and the overall performance of the organization in the Australian health services organizations.
Conclusion
Through evaluating the data and information it has been concluded that HRM orientation and
adoption of human capital, both are responsible for increasing the value of HR practices with the
presence of internal and external orientation. This significantly contributes to the overall
performance in the health industry.
The contribution of the article in Essay 3
The study contributes to the future essay by incorporating with the multiple stakeholders in line
management. It helps in determining the effectiveness of HRM in health and service industry.
Organizational citizenship behavior and employee well-being are considered as the individual
level dependent measures that are adapted for measuring citizenship behavior. Further on, it
minimizes the potential issues that are commonly occurred when there is no management in the
organization. Further on, the future assay can examine the development of intellectual capital
instead of the human capital among the various industries and organizations. Besides this study
is also contributes to the performance of health and service organization and the adoption of the
HRM strategies in the Australian context.
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