Assessment of HRM Practices in the Healthcare Sector

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Human Resource Management
Assessment Task 3
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Table of Contents
Introduction................................................................................................................................3
Key Challenges..........................................................................................................................4
Recommendation........................................................................................................................8
Conclusion..................................................................................................................................9
References................................................................................................................................10
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Introduction
The report work addresses and highlights on the effective and elaborated role of the human
resource manager in the work operations of the health care sector. In addition, the report
work addresses on the series of the challenges that are being faced by the HR manager of the
concerned sector while conducting the activities in the environment of the dynamic nature.
The overall report work has elaborated on the suitable and effective recommendations that
can be used by the concerned sector in order to have proper command and monitoring on all
the activities and operations.
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Key Challenges
Human resource management is essential for the organization. It not only supports to build a
relationship with employees but also helps to gain opportunities for success. HRM plays a
wider role in organization infrastructure. Functions of HRM support to the employees as well
as organizational structure.
The major issue or challenge which can determine as the reason for lack of attraction and
retention of the workforce is inadequate Human resources planning in changing the
environment. The issues of ineffectiveness human resource management practices followed
by the managers of the company; they face workers dissatisfaction of the healthcare sector.
Employee’s interest decreases due to lack of practices and human resources management.
Workers of the healthcare sector do not show their interest in their duties and working hours.
The problem is arising due to the unbalanced and unclear infrastructure of the hospitals.
Workers and caretakers do not want to stay in their existing job position; the reason is HRM
practices not executing effectively. Trained and talented workers, employees have
information and knowledge of their rights and needs, if these rights are not fulfilled by the
organization they will not stay in the organization and due to this situation, it increases the
dissatisfaction among the employees of the organization. It causes a lack of confidence, job
satisfaction within the employee’s mindset (Townsend, et. al., 2012).
It is essential for the managers of the company to manage all the structure of HRM so all the
issues solve and handle. This will not only provide chances to gain the employee's attraction
but also provide reasons for the employees to stay within the organization. It is important for
the organization to treat well and systematic so all the infrastructure of the organization
manages properly. Lack of training and development reduce to gain the right employee in the
organization. It also minimizes the chances to gain the worker's strengths, the potential within
the healthcare sector industries.
Ineffective human resources create problems not only for the workers and employees but also
for organization growth. It creates a bias for the employees to understand and do work
according to the organization priority. It also affects the organizational strategies and HRM
programs. Internal environment, as well as the external environment, also affected due to lack
of HR plans.
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Human resources management is important for the healthcare sectors. It maintains HR
practices and hires the right persons for company growth. It includes hiring, motivating, train;
investigate the performance of the employees. In the healthcare sector, HR department
maintains the operational functions and assigned the works to workers, employees. Job
analysis, HR planning, recruit, selection, placement and inductions are the major functions of
HRM. Contemporary issues faced by the managers of the company it includes retaining the
talent, attract the new ones, diversity as well as harmony.
It is a big challenge for the healthcare sector to face the problems to attract the new ones and
retain the employees within the organization. Due to lack of Context of HRM healthcare
sector face problems. These challenges are; legislation, rules, regulations, present workforce
situations, identify workers interest and needs. All these problems affect the workplace and
technologies. These issues also affect the diverse workforce and create hurdles for the
organization. It gives a negative impact on the company success, in these situations; it stops
the doors which give opportunities to achieve benefits.
Lack of SHRM model decreases the workforce potential and due to these conditions, the
interest automatically minimize. It is essential for the healthcare sector to adopt a flexible
structure into the working style. Absence of flexible nature decreases the chances to gain the
opportunities of dealing with the external atmosphere of organizations. Shifting in working
hours create complexity within the worker's mindset. It also creates problems with them.
Economic environment and socio-political context where HRM, the business operates is also
affected due to these situations (Ali, et.al., 2016).
Changes create problems and it directly affects the strategic human resources management.
Strategic planning is essential for the employees, workers and all staff members. Lack of
these factors decreases the growth of healthcare services as well as the business of the
industries. Age discrimination, work-life balance and intergenerational problems create issues
in human resources policy as well as planning. Inequality in legislation, pay system, gender
partiality minimizes the interest of the workers. It also affects the worker's performance. The
percentage of women employees decreased in workforce management. HR challenges face
the issues due to make the changes in its business plans and HR practices. In today scenario,
it described that employees are more skilled and educated and search jobs according to their
needs and wants. In that case, if healthcare sector industries did not provide healthcare
services, facilities to their employees they will switch the jobs and sectors.
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HRM measure the workforce activities, practices and performance in the field of healthcare
sector industries. Human resource management enhances its strategies due to the evolution of
HRM. Strategic management support to the organization internally as well as externally. Its
analysis the worker's activities, their working style and make plans for their growth.
Contemporary issues in the strategic workforce and integration directly affect the employee’s
performance. Due to lack of motivation and appraisals decrease the interest of the employees.
Human resources are a backbone of each and every business of the organization in healthcare
sectors.
In the healthcare sector; scorecard tool helps to manage all the records of the workers and
also keep all the details of their performance. Thus, still these sectors face the problems to
attract the workforce and retain the existing workers within the workforce. In the past years,
healthcare sectors industries adopt the traditional approaches for its workforce. It not only
takes the time taken but also gives slow outcomes for the organization. In the present time
condition, these sectors want to grow and increase the competencies by attracting the
workforce and retain the talented and best workers for company growth.
The next challenge faced by healthcare is lack of systematic methods which include design,
absence of economic planning, development programs. All these problems minimize the
development of workers, staff members, nurses and patients. Some workers meet together
and make fraud scorecard it not only harms the business but also decrease the image of the
company. It also affects the internal environment of the organization. Social issues also
create barriers for the healthcare sector industries (Kabene, et. al., 2006).
Due to a lack of chances to gain opportunities; decrease the potential of the workers. Workers
are not able to give their full potential for company success due to these issues. It also creates
risk for company business. Lack of training for employees directly affects the growth as well
as the performance of the workers. Low skilled workers give negative results and it also
affects the patient’s health. Due to this situation, it decreases the image of healthcare sector
industries. It also affects the internal staff of the organization and its patients. Globalization,
new technologies and changes in nature towards work and jobs affect the employee’s
mindset. Changes easily not accepted by the workers, in these situations, it’s hard for the
healthcare sector to attract and retain the workforce. Managerial issues, strategic issues create
barriers for employees as well as the goals and objectives of the organization. Involvements
of the employees also decrease due to these issues.
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Another major challenge that is faced by the human resource manager of the health care
sector is with respect to the management of performance. It has been observed that the
operations of every sector can be managed only with the effective management of the human
resource working in the sector (Bartram, et. al., 2017). While working in the dynamic
environment, there are series of the factors that are being faced by the health care sector that
tends to mismanage the employees working operations leading to the disturbance in the
overall working operations of the concerned sector. However, in this regard there is a great
need on the part of the management concern of the health care sector to ensure suitable and
effective training programs so as to enhance their skills and capabilities leading to the better
command on all the working patterns (Shen, 2016). In addition, it is requiting that the health
care sector provides suitable and effective support and guidance to all the employees so as to
ensure better clarification and understanding on all the facts and aspects leading to better
supervision on the performance of all the human resource. However, this tends to be a major
challenge in the front of the manager of the human resource. This is due to the fact that there
are many employees that are engaged in the work operations of the health care sector who
have diverse opinions with respect to the working patterns. As such it becomes difficult for
the HR manager to integrate the views and opinions of various employees in the single
direction that is toward the management of the performance. It is observed that it is one of the
prime reasons behind the turnover of employees. As such suitable efforts are requisite to be
made by the authority concern of the concerned sector so as to have effective command on
the performance management of the human resource leading to the better accomplishment of
the objectives (Bartram, et. al., 2017).
In addition, another challenge that is being faced by the heal care sector is related to the
evaluation of the HRM capabilities in context of the future activities (Bartram, et. al., 2017).
It has been observed that while working in the dynamic environment there are series of the
factors that can have a serious impact on the work operations and the quality care of the
patients. This requires that there is a great need on the part of the authority concern of the HR
manager to focus and emphasize on the strategic and accountable approaches and strategies.
In addition, it is also required that the HR manger focus on the conduct of the suitable
programs that can better serve the overall organizational needs. However, there are series of
the factors that tends to disturb the normal and smooth functioning of the concerned sector.
Some of the factors in this regard majorly and primarily include absenteeism, wastage and
turnover(Shen, 2016).For such purpose, it is essential and crucial that the both the qualitative
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and quantitative methods are used by the HR managers so as to formulate the strategic human
resource management so as to meet the dynamic requirements of the changing organization
needs. Further provided, there are series of the changes that are being observed in the
environment of the dynamic nature that tends to affect the working of the health care sector in
an elaborated manner. In this regard, adherence of the corporate governance principles plays
a major and vital role in meeting the needs and necessities of the concerned sector. As such,
it is required that the department of HR conducts or carries its activities in a manner that is
financially and socially responsible. This will tend to bring suitable innovation and creativity
that will ensure better working that can thereby lead to the better activities for the current as
well as future prospects. This will lead to the better attraction of the employees with respect
to the working patterns of the health care sector and also retaining the existing employees
(Bartram, et. al., 2017). This will as such assist in the attainment of the objectives of the
health care sector leading to a better position.
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Recommendation
With the increased and continuous challenges being faced by the health care sector there is a
great need on the part of the authority concern of the health care sector to focus on the
training and effective command on the human resources such they can be attracted towards
the working pattern and ensuring their suitable retention so that to have better position in the
market place. In addition, it is recommended that the health care sector must provide ample
opportunities to its human resource such that they are properly and effectively satisfied and
enhance their skills and capabilities. This will provide the entire workforce suitable
satisfaction with regards to the operations and working of the health care sector.
Further provided, it is also recommended to the management concern of the health care sector
that suitable attention must be given on the management of the workforce belonging to
different background. This is a major task as it involves series of the factors that requires
equal and elaborative attention. For the purpose the authority concerns can conduct suitable
seminars and sessions imparting required knowledge and understanding.
Apart from that the management concern of the heath care sector must focus on the conduct
of such management programs that can thereby assist in the better identification of the needs
and requirements of the workforce engaged in the concerned sector. This will assist them in
better dealing with the issues and getting a suitable resolution to the query. As such they will
be better satisfied and can be retained for the long prospects of time. It is observed that there
is lot of work in the concerned sector. With the aid of such programs the pressure can be
reduced leading to the better accomplishment of the objectives associated with the concerned
sector.
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Conclusion
The report work determines for the need to understand the importance the role of HR and the
series of the challenges and the issues that are faced by the human resource manager of the
health care sector while operating in the market of the dynamic nature. Further provided, the
assessment report concludes on the various factors that affect the working related to the
attraction of the new workforce and retaining the existing workforce for the long prospects of
time. For the purpose, the overall report provides for the suitable recommendations and
suggestions that can be used by the health care sector in order to have better command on all
the facts and aspects related to the concerned matter.
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References
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