Analyzing the Role of HR in Healthcare Management and Operations

This report examines the crucial role of Human Resource Management (HRM) in healthcare organizations. It emphasizes the importance of a dedicated HR department, contrasting it with the current scenario where the CEO and financial manager handle HR tasks. The report advocates for the implementation of HRM models and HR capabilities to improve hospital operations, employee productivity, and service quality. It suggests the adoption of an HRM model encompassing planning, recruitment, training, performance appraisal, and rewards, alongside a system model involving input, process, and output components. Furthermore, it highlights the significance of HR capabilities like benefits administration, training and development, and employee self-services to enhance staff morale, retention, and overall patient care. The report concludes with recommendations for the hospital CEO to establish a robust HR team and implement sustainable HR practices.

Running head: Role of HR in healthcare 1
Managing human resource
Role of HR in heath care

Role of HR in healthcare 2
Executive summary
Human resource management plays a vital role in managing people within the
organization. It is the team which handles all issues related to performance management,
appraisal, compensation, motivation, training and many more. The importance of Human
resource management in health care will be discussed in this report. With the help of HRM
model and HR capabilities model, the importance of HRM will be discussed and recommended
to CEO as per case study. The main aim of this report to show that HR work cannot be done by
anyone such as financial manager and CEO and if it is done by anyone else, the position of an
organization will deputize.

Role of HR in healthcare 3
Contents
Executive summary.....................................................................................................................................2
Introduction.................................................................................................................................................4
Suggestion to improve the operations of HRM at hospital..........................................................................5
Key features of HR capability.....................................................................................................................6
Conclusion...................................................................................................................................................9
References.................................................................................................................................................10

Role of HR in healthcare 4
Introduction
Human resource management is the essential department of every organization. It is the
report which describes the requirements of HR in any organization. The recommendation will be
discussing in this report in the way to improving the operations of HRM at the hospital. HR
policies and practices in the organization are essential because it helps organization to enhance
the productivity of an employee. It will define the key features of sustainable HR capability. HR
policies handle the situation of organization on their own behalf and prepare employees of the
organization by providing efficient training and development. There are so many practices of
HRM such as recruitment, selection, training and development, performance appraisal, rewards
and recognition and predicted outcomes. In the hospital, staff should be effective and well
trained. The department of HRM plays a lead role to improve the efficiency of the hospital.

Role of HR in healthcare 5
Suggestion to improve the operations of HRM at hospital
There are so many responsibility of CEO of hospital, he could not bind to perform only
one task and the entire organization is dependent upon the CEO and it could be possible if
organization has efficient HRM department which is ready to hire experienced and deserved
employee for Hospital along with that to maintain the range of existing employee will enhance
the reputation of the hospital for a long time. After analyzing all required things, I would like to
recommend to CEO of hospital to focus on HRM to improve the operations of HRM at hospital.
It can be improved by implementing various things which is required for an organization
such as by providing training and development because the main aim of hospital to provide the
better quality of services to its patients (Alfes, Shantz, Truss & Soane, 2013). As per case study
it has been analyzed that the role of HR play by CEO and financial manager and hospital does
not have HR department and senior manager. I would like to recommend that hospital should
hire firstly HR team because it is not possible to every manager of hospital to work as HR
manager. There are so many issues such as absenteeism, staff grievance, industrial disputation
and a staff shortage has to face organization in the case of lack of HR Policies. Organization
need to implement the HRM model which describes the organization of human resource. It is the
model which is considered as bridge between the strategy of HR and other key sources of HR
management such as organizational structure of HR and HR process (Gould‐williams,
Bottomley, Redman, Snape, Bishop, Limpanitgul & Mostafa, 2014).

Role of HR in healthcare 6
Figure 1: HRM Model
Source: (Jamali, El Dirani & Harwood, 2015).
The improvement in HR section will enhance the productivity of an employee within the
organization which will be helpful to develop the reputation of the hospital outside. The HRM
model is made up of planning, recruitment or selection, socialization, performance, rewarding,
monitoring, training, development and appraisal which is necessary for hospital before providing
job to others (Sparrow, Brewster and Chung, 2016). Along with that there is system model of
HRM which should be initiated by CEO of hospital to improve the operations of HRM. System
model of HRM involves input, process and output. Input part contains human energy and
competencies, organizational plan, HR plan and inventory and job analysis. Process element of
style model of HRM contains acquisition, development and maintenance (Kehoe & Wright,
2013). It is not possible for CEO to take care all aspects along with performing his own duties.
This model will be helpful to cover each aspect regarding reputation of hospital. Output part of
this element will be categorized into two parts organizational and personal. With the help of this
model hospital can achieve the target in the form of goals achievement, readiness for change,
productivity and quality of work life. Along with that it will give benefit to personally as well in
the form of commitment, competence and congruence (Zhong, Wayne & Liden, 2016).

Role of HR in healthcare 7
Key features of HR capability
HR capability framework focus to provide the concise pathway for development for HR
professionals along with employees with supervisory responsibilities. I would like to recommend
to CEO of hospital to develop the HR capability framework with three interlinked elements
which is HR capability model, HR capability structure and supporting professional development.
The key feature of building a sustainable HR capability is organizational routines and human
resource policies. It is the capacity of HR to act and change in pursuit of sustainable competitive
advantages. Along with that they key features of HR sustainability is benefits administration,
performance evaluation, training and development, managing payroll, learning management,
employee self services and recruitment (Mostafa, Gould‐Williams & Bottomley, 2015). It is
essential for hospital to be active in the section because it will improve the condition of the
hospital along with providing high quality services.
Employee self services is a system which allows employee to be able to give demand
access to their information so that they make able to access from anywhere by internet
connection. Training and development is essential element in the hospital because hospital is a
place where mistakes cannot be bear. HR is a department that makes able them to perform the
task with attentive nature (Purce, 2014). It has been analyzed through case study that the similar
organization of hospital is having the department of HR and CEO of other organization has a
dedicated HR manager and highly motivated HR team. It has been recommended by me to CEO
that these features of sustainable HR capability will be helpful to monitor the track records of
morale, staff retention and overall quality of services and care of patients. Benefits open
enrollment can be hectic but benefits administration is a system that involves the clear aspects of
policies and employment. It is the system which is very simple for employees to make
amendments to advantage when life changes occur.

Role of HR in healthcare 8
Figure 2: HR capability Model
Source: (Cottrell, 2015).
These capabilities should be in the behavior and the part of the skills of HR operating model and
HR organization design. The most successful transformation of HR maintain persistent
observation on creating these critical capabilities and helpful to remove the potential obstacles
from the organization. It focuses on the awareness of the competitive advantages along with
targeted benefits.

Role of HR in healthcare 9
Conclusion
It has been concluded that HR team is required for the hospital because it is the team
which is handle all the staff of the hospital appropriately. In this report recommendation has been
made to CEO in the context of improving the HRM operation of hospital. It has been
recommended that HR team should be developed within an organization so that work of an
organization can be done systematically. HRM model and HR capabilities model has been shown
in this report which refers the importance of HR in an organization.

Role of HR in healthcare 10
References
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resource management practices, engagement and employee behaviour: a moderated
mediation model. The international journal of human resource management, 24(2), 330-
351.
Beer, M., Boselie, P., & Brewster, C. (2015). Back to the future: Implications for the field of
HRM of the multistakeholder perspective proposed 30 years ago. Human Resource
Management, 54(3), 427-438.
Cottrell, S. (2015). Skills for success: Personal development and employability. Palgrave
Macmillan.
Gould‐williams, J. S., Bottomley, P., Redman, T. O. M., Snape, E. D., Bishop, D. J.,
Limpanitgul, T., & Mostafa, A. M. S. (2014). Civic duty and employee outcomes: do
high commitment human resource practices and work overload matter?. Public
Administration, 92(4), 937-953.
Jamali, D. R., El Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource
management roles in corporate social responsibility: the CSR‐HRM co‐creation model.
Business Ethics: A European Review, 24(2), 125-143.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.
Mostafa, A. M. S., Gould‐Williams, J. S., & Bottomley, P. (2015). High‐performance human
resource practices and employee outcomes: the mediating role of public service
motivation. Public Administration Review, 75(5), 747-757.
Purce, J. (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.

Role of HR in healthcare 11
Sparrow, P., Brewster, C. and Chung, C., (2016). Globalizing human resource management.
Routledge.
Zhong, L., Wayne, S. J., & Liden, R. C. (2016). Job engagement, perceived organizational
support, high‐performance human resource practices, and cultural value orientations: A
cross‐level investigation. Journal of Organizational Behavior, 37(6), 823-844.