Effective HRM Strategies in Healthcare: Semester 1 Essay

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HRMT20024 - Managing Human Resources
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Contents
Introduction......................................................................................................................................3
Key challenges.................................................................................................................................4
Recommendations..........................................................................................................................10
Conclusion.....................................................................................................................................11
References......................................................................................................................................12
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Introduction
The practice of hiring, managing and deploying employees of the organisation is called as human
resource management. Usually, the HR department is responsible for the development and
management of the employees. Employees are the asset and human capital of an organisation.
Proper management and development of the employees are necessary for the companies to stay
in the competition and to gain a competitive advantage over the other firms. The traditional
method of managing employees is replaced by human resource management. HRM aims at
providing better workplace to the employees to retain the employees for the long term. Key
challenges which are faced by the healthcare sectors in holding and attracting the employees
such as industrial relation, the evolution of HRM, the context of HRM, HR planning and work
design challenges in the changing environment will be explained in the essay. Recommendations
to overcome these challenges will be discussed in the essay as well.
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Key challenges
Evolution of HRM
The HRM is the vital concept in the context of the growth of an organization or any of the
industry. The current health sectors need to have the approaches which are necessary to maintain
the effective HRM strategy. The HRM is the most important concept of an organization as this
help to maintain the organization fulfil with suitable and appropriate employment. The HRM
includes different departments of the organizational and individual growth which are necessary
to be maintained accurately as these departments help to maintain the health industry in a proper
manner.
Human resource management provides strategies to develop welfare and administration. Both of
the departments are most necessary to be determined in the context of the health care industry
(Witter, et. al., 2017). As the welfare of the staff is most necessary to make the other patients feel
comfortable and this is necessary to attract the staff to take care of their welfare. The
administration also needs to be maintained as the health industry includes different department
activated on a daily basis. To avail the proper information about the specific department and also
to make the determination about the proper working culture administration needs to be
maintained accurately.
The other department of an organization which comes under the Department of HRM is about
hiring and training. The hiring is the major concept which correlates with organizational growth
and performance. This is most necessary to determine that the staff which has been hired for the
organization is suitable to the organizational culture. As in the health industry, this is the major
concern to hire those people who have the appropriate information about the industry. The
proper training also most necessary here the training does not refer to determine the actual work
rather than that this approach helps to determine the right way to do the work. This factors can
only be achieved via the bits of help of HRM department so this is most necessary to make some
approaches to evaluate the HRM in the health industry.
There are some challenges which occurred in the work performance of HRM as the current time
is full changes and these changes also reflects in the industry of health care like new machinery
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has adapted to provide better and effective cure to the patients (Sadatsafavi, et. al., 2015). But
this is also most necessary to determine the appropriate people who can use these types of
machinery in the right manner so that the industry can be eligible to get growth from the use of
particular change or implementation. This is only an example there are so many different
examples of such need of evaluation of HRM.
Context of HRM
This is discussed that HRM is the most essential concept or approach for the growth of an
organization or any industry. But the other thing which needs to be determined is about the
appropriate way to implement the HRM in the context of growth. The HRM can only be
effective in the health industry if it will be implemented in a proper manner. The major challenge
which comes up while implementing the HRM is about the different environmental and social
changes. The changes are inevitable and cannot be changed but the thing which can help is to
make some approaches to determine the challenges as the determination is most necessary to
resolve the issues.
The globalization can be taken as the major challenge is the context of HRM. Globalization
refers to make communication or relation between different countries to achieve more success
and development (Shantz, et. al., 2016). But the globalisation includes different factors which
sometimes causes challenges while implementing the approach. The major issues of
globalization are that it affects the economic structure of the organization and it also deals with a
different economic culture which itself is a challenge. Another issue is that the current time is
fulfilled with the different approaches for the different employees as per their skills and ability.
As if there is a talk about the health industry so the industry had implemented the growth on a
high scale. This provides more opportunities for people to be scrolled which can is a large issue
for the health industry.
The other challenge attained in the context of HRM is about the current workforce and the
requirements of employees as it has been discussed that the health industry is growing on a large
scale and on the same time the skilled and talented people have different options. So the
employees are mostly liking to go with the worth option and are not ready to compromise which
is becoming the major issue for the current HRM industry to attain a strong working culture.
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Another issue which has been raised in the context of current HRM is about the different policies
which availed in the industry (Hangulu & Akintola, 2017). The policies which have been
implemented in the organization are the foremost element which makes the differences in
different organization. These policies include some different aspects which directly or indirectly
interact with the workforce.
Industrial relations
The HRM plays a very important role in maintaining the relationship between industry and
workplace as this is most necessary to maintain a balanced relationship between the employees
and the industry. The relationship helps to an effective and attractive community. In the context
of the health industry, there are some different aspects of the industry itself which directly or
indirectly affects the working staff and this is most necessary to make an interrelation between
industry and the workforce so that the services also achieve the accurate objective (Turnipseed,
2010). The industrial relation can be referred to as an approach which includes some rules and
regulations which helps to implement the employment relationship in a significant manner.
The past industry relations were concerned about the particular requirements of the employees to
achieve their targets. The past system was completely depended on the actual structuring of the
employee interactions. The relation between the employee and the HRM is not that easy to be
maintained as there are some conflicts which affect both the employees and the department. This
is the foremost thing to avail the people as per the requirements of the organization but it also
includes another aspect which includes the needs and acceptations of the employees as the
perfect balance also requires the fulfilment of employees requirement and future needs (Munda,
2014).
To achieve the proper and appropriate approaches of industrial relations the government also
implemented some laws as the health department is not separated from the government, and this
is most necessary for the HRM to follow all the inductions and regulation announced by the
government. The foremost laws which have been formulated by the government include the
employee and employment rights to be followed accurately. To introduce the laws specifically
established a community in 1914 to make the determination about the proper laws which can
help to avail the employee rights. That was Commonwealth Court of Conciliation and
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Arbitration (Nankervis et. al., 2016). The very first law which has been implemented by the
community was the workplace relation act which was introduced in 1996 and had the proper
concern towards the effective workplace availability. As the success of industry most depends on
the working culture and its performance. The other approach which has been introduced was
about the approaches which help focused on to make some strategies to evaluate the structure of
unified national IR system that completely related to the integration of industry (Seitio-
Kgokgwe, et. al., 2016). The laws were introduced but the major challenge was about the
implementation of the laws. The health industry includes different issues which need to be
resolved via the help of HRM department but to avail such benefits this is most necessary to do
the approaches in the right manner.
Human resource planning
Another challenge faced by healthcare sectors is flawless human resource planning. HR
planning is a continuous process of planning to attain the goals of the organisation. Due to
changes in the environment and employee turnover the healthcare sectors are failed to form
strategies for the staff working in the healthcare sectors. Due to poor HR planning, the healthcare
sector is facing a challenge in keeping the workforce. The HR planning should be flexible
enough so that the changes can be placed according to the requirements. Internal and external
environment affect HR planning and its complexity (Effiong & Myrick, 2012). Hr planning is
essential for the overall development of the staff. There are various flaws in the HR planning of
healthcare industry and due to this the company failed to attract new employees and proving the
right job to the right person. The aim of the HR planning is to appoint the right person on the
right job.
Due to poor HR planning, the industry failed to provide a safe working environment for the
employees. HR planning is vital for staffing and to carry on the day to day activities. HR
planning is a lengthy process and it involves consideration of various aspects. HR planning
increases and enhances the productivity of the employees and of the industry too. Effective
human resource planning improves the relationship and the functions of the industry. The
healthcare sectors need to redesign hr planning for the management of the employees and to
reduce the ratio of employee turnover (Oostveen, et. al., 2016). The HR department of the health
sector should evaluate the performance of the employees on a monthly basis for the
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determination of whether the right person is appointed on the right job or not. Post-training
evaluation of performance must be done by the HRM to assess the variation in the effectiveness
of performance of the workforce. HRM should apply several strategies and tools to manage the
performance of their employees.
Work design challenges in a global environment
For the healthcare sectors, it has become difficult to design work in the global environment.
When a company operates in the global market management of diversity becomes complex. Due
to the globalization healthcare industry is facing issues in managing and encouraging employees.
To meet the needs of the employees designing work is becoming difficult for the organisations
which are operating in the global market (Srinivasan & Chandwani, 2014). Due to cultural
conflict, the employees resist working in a team and the employees often leave their jobs.
Diversity management is becoming difficult for companies due to the poor employee
management system.
Diversity management is the major challenge which every company face operating world wide.
Culture difference acts as a hindrance in effective communication. Due to the poor
communication employees often fail to understand the objective and the goals of the company.
For the management of the employees, the healthcare sector should encourage the employees to
help out each other for the attainment of the shared goals. Cultural conflicts act as a bottleneck in
the performance of effective employees. Employees often feel reluctant working at the places
where they feel that working at a place is not contributing anything to their development and
knowledge. Therefore, HRM must plan training programs for their employees so that they feel
encouraged and motivated towards their work. Learning of new skills would not only help the
employees in their development but also improve their efficiency. Eventually shall also be
benefited by training of the employees (Budrevičiūtė & Petrauskienė, 2018). For competing in
the global environment the companies should hire the best resource and then should put all the
efforts to retain them for the long term. There are various challenges which the company faces in
the designing of work of the employees. Employees due to communication gap and the issues
switch the job. For keeping the workforce and for the encouragement of the effective teams the
company should encourage the employees to work collaboratively.
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Recommendations
The hiring of the best workforce always pays off. The process of hiring must consist of
interviews which are based on behaviors. Techniques and handling of equipment can be learned
but employees’ attitude and behavior towards their commitment to work cannot be changed.
Interviews conducted to judge the behavior of employees judges the capability of an individual
that whether or not the person would be able to handle the work pressure and how effectively he
can perform his duties. The personas of empathy and attitude can only be assessed through
interviews.
“A happy and satisfied employee delivers the best of his services”, this fact cannot be denied.
When an employee is satisfied with his job, he shall deliver the best of what he has. Job
satisfaction is must as the Healthcare sector is a patient-centric industry where the quality of care
matters the most. Employees who are satisfied with the job remain happy and are always
encouraged to give the best services to the patients. The HRM must practice generating the
feeling among their workforce that they have the support of HRs.
In order to improve the effectiveness of communication and maintain the flow of
communication, the HRM must manage the flow of communication by using technology and
tools. The proper flow of communication would fill the communication gap within the
organization. Every person should leave safely from work and it is their basic right. Generally, it
is seen that a workplace which ensures a safe work environment has a lesser rate of employee
turnover rate. The HRM and authorities of hospitals and care centers must make sure that their
employees leave the premises safely. Also, several issues have been reported where employees
face health issues due to work stress. Therefore, HRM must conduct activities which help the
employees in distressing themselves.
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Conclusion
The present era is full of competition, employees seek the opportunities which not only benefit
them in terms of money but also give them some additional benefits like perks, incentives, and
enmities. HRM often face problems regarding retaining their present employees because of the
aging generation and also fails to attract new generation employees because they lack the skills
required by the Healthcare sector. The essay has emphasized the issues which cause inflation in
the rate of workforce turnover. Hence, HRM is obligated to scrutinize the causes because of
which HRM fails to implement its recruiting strategies. Also, they must assess and evaluate the
strategies with which an effective recruiting plan can be formed and executes. From the essay, it
has been concluded that the HRM of the healthcare sector has numerous flaws and is unable to
retain the staff for a long period of time due to which the sector is facing high growth in the rate
of employee turnover. Recommendations have been explained in this essay to resolve the
challenges in employee retention and attraction.
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References
 Budrevičiūtė, A., & Petrauskienė, J. (2018). Priorities in effective management of
primary health care institutions in Lithuania: Perspectives of managers of public and
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%3Aprimo
 Effiong, A., & Myrick, D. (2012). H.R. 1589: Addressing racial and ethnic disparities in
advance care planning among Medicare beneficiaries. BMJ Supportive & Palliative
Care, 2(2), 181.1-181.
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 Hangulu, L., & Akintola, O. (2017). Health care waste management in community-based
care: Experiences of community health workers in low resource communities in South
Africa. BMC Public Health, 17(1), 1-10.https://search-proquest-
com.ezproxy.cqu.edu.au/docview/1905068604?rfr_id=info%3Axri%2Fsid%3Aprimo
 Munda, S. (2014). "Workplace spirituality": A perfect remedy for human resource
management in health care organizations in India. Indian Journal of Health and
Wellbeing, 5(10), 1150-1155. https://search-proquest-com.ezproxy.cqu.edu.au/docview/
1636350619?rfr_id=info%3Axri%2Fsid%3Aprimo
 Nankervis, a. R., Baird, m., Coffey, J., & shields, j., (2016). Human resources
Management: strategy and practice. Cengage au.
 Oostveen, C., Ubbink, D., Mens, M., Pompe, E., & Vermeulen, H. (2016). Pre‐
implementation studies of a workforce planning tool for nurse staffing and human
resource management in university hospitals. Journal of Nursing Management, 24(2),
184-191. https://onlinelibrary-wiley-com.ezproxy.cqu.edu.au/doi/full/10.1111/
jonm.12297
 Sadatsafavi, H. M., Walewski, J., & Shepley, M. (2015). The influence of facility design
and human resource management on health care professionals. Health Care Management
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