HRM in Healthcare: Recruitment, Retention, and Performance Report

This report provides a comprehensive overview of Human Resource Management (HRM) within the healthcare sector. It begins by exploring the factors crucial for effective staff recruitment, analyzing how HR management teams ensure staff retention, and assessing the impact of poor recruitment processes. The report delves into performance monitoring systems available to management, the role of the HR department in supporting staff through complex processes, and the challenges encountered in implementing these support systems. It evaluates the impact of lacking HR monitoring and support in a healthcare setting. Furthermore, it compares the legal responsibilities of the HR department in recruitment and retention, discusses ethical responsibilities, and analyzes the relationship between legal and ethical considerations. The report concludes by justifying the need for healthcare organizations to comply with current HR guidance and legislation, supported by examples of breaches in employment law. The report also includes a PPT presentation on the topic.

Unit 29 Human Resource
Management in HealthCare

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Factors to be considered for when planning recruitment of staff in healthcare.....................1
Analyse how HR management teams ensure staff are retained in healthcare........................1
Impact of poor management recruitment process on healthcare............................................1
Reflect on the recruitment and staff retention processes and identify potential improvements. 2
Analyse the performance monitoring systems available to management..............................2
HR department supports staff through complex or difficult processes..................................3
The challenges faced in implementing systems of support and monitoring of staff..............3
Evaluate the potential impact on a healthcare setting of a lack of HR monitoring and support. 3
Compare different legal responsibilities of the HR department when recruiting or retaining
staff.........................................................................................................................................3
Discuss ethical responsibilities that HR departments have with regard to their staff............4
Analyse the relationship between legal and ethical responsibilities of human resources
departments and the impact on staff being managed..............................................................4
Justify the need for healthcare organisations to comply with current HR guidance and
legislation using current examples of breaches in employment law......................................4
TASK 2............................................................................................................................................4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................6

INTRODUCTION
Recruitment refers to the selection of eligible candidate that are able to process effective
care services within healthcare organization. Through delivery of better and effective care
candidate are able to get recruit within the healthcare settings. This response towards proper care
and effective response towards the selection of right candidate for the healthcare organization.
There is discussion about the factor considering the planning recruitment in healthcare. There is
also discussion about HR management teams and impact of poor management recruitment
process in healthcare. It also includes the performance monitoring system within management
and many more.
TASK 1
Factors to be considered for when planning recruitment of staff in healthcare
Recruitment in healthcare is the process of engaging appropriate individuals that can help
an organization to meet the health needs and social care needs of quality, individuals with
desired knowledge and skills can provide better health care to the patient. Human resources (HR)
and candidates include duties and responsibilities, wages and benefit, location and job
description. A recruitment plan makes the hiring process easier and individual can analysis the
benefit offered before accepting a position (Bouranta and et.al., 2019).
Analyse how HR management teams ensure staff are retained in healthcare
Employee retention is one of the most important components for success in healthcare
organization. Human resources manager shows trust by giving responsibilities that help them to
grow, encourage employee to gain new skills and training by which employee build confidence
and feel flexibility at workplace, provide promotion opportunities at an appropriate time.,
provide long term- benefits, improves manager and employee relationships. Increasing employee
retention has direct impact on business performance and success of the healthcare sector.
Improving employee retention help organization to improve patient care, enhancing overall
quality services (Best, 2019).
Impact of poor management recruitment process on healthcare
Bad hire can damage the reputation of an organization, mistakes in hiring lead to
diminished productivity, increased patient dissatisfaction, and decreased confidence in
1

management. A healthcare organization wants an employee with knowledge and skills that may
provide and understand the patient’s needs and employee is found to be unqualified for their role
then it results with patient illness, risk of patient safety, wrong treatment that may cause patient
death their effect in media ultimately damage the organization’s reputation , negative impact on
hospital environment due to lack of qualification and skills that make discord among other
health team member and risk of accreditation hospital organization must follow federal and state
laws and policies. Poor recruitment processes direct harm the organization’s reputation as well as
patient’s life (Ali, 2018).
Reflect on the recruitment and staff retention processes and identify potential improvements.
Recruitment and selection process are the platform for success and development of
popular brand for any organization and human resources (HR) plays important role in the overall
performance of the hospital and other organization. Each organization has an opportunity to
select candidates for staffing process which includes -qualified knowledge and skills in health
care industry for the appropriate position required and candidate comfortable with group
activities. An important scope to improve healthcare services mainly in rural areas. Hiring the
right employee effects on employee retention, recruitment process need to focus on attracting
candidate that deserve right opportunities. Improvement in the employee recruitment process
includes- ongoing training is essential employee wants to be successful in their job but they
require essential knowledge to update their skills, provide long term benefit for the employee,
offering retention bouncing, encouragement and growth, promotion opportunities at an
appropriate time that can help in employee retention and recruitment process (Bastagli and et.al.,
2019).
Analyse the performance monitoring systems available to management.
Performance system is a process of analysing employee goals, progress and personal
development. Performance monitoring builds relationships between management and employee
for their performance and provide training development opportunity to employee that makes
organization a brand or popular. Performance monitoring process can be done by maintaining
employee performance, increasing individual competencies to make them better and more
knowledgeable for the organization. Successful management requires continuous monitoring
performance that helps in correct planning assumptions and error before it is too late that results
2

negative impact on organization, helps in monitoring and encourages process to keep work on
tract and it helps in improving employee’s performance. Performance monitoring provides scope
for modification and changes as per outcomes (Antony, 2018).
HR department supports staff through complex or difficult processes.
Human resources (HR) can support employees by helping in their career growth, in
identifying their strengths and weakness, human resources can support the employment by
helping them to continue their education in the field it will help employee succeed in their
organization or career, human resources (HR) can support employee by offering flexible work
schedule and support them with internal promotion at an appropriate time, keep motivated and
engaged employee with the company and provide long term benefits.
The challenges faced in implementing systems of support and monitoring of staff
A number of challenges faced by health professionals in implementing support and
monitoring staff which include absence of integration management has to be integrated with
planning and human resources management(HR), lack of leadership , unsupported environment
and norms in health profession education, lack of educated employees in the health care field,
poor quality of patient care and dissatisfaction among patients and health professionals,
workforce issues related to shortage of healthcare team, lack of monitoring staff it may results in
patient adverse health outcomes and also includes patient health (Phillips and et. al., 2018).
Evaluate the potential impact on a healthcare setting of a lack of HR monitoring and support
Human resources in health sector helps to improve quality services and patient
satisfaction. Improper management of human resources directly effect on patient health and
organization which includes lack of doctors and nurses, insufficient treatment equipment and
shortage of clinical and non-clinical staff, misdiagnosis and wrong treatment may lead to patient
death, lack of communication factor between patient and healthcare provider and lack of
emergency services in hospital, without monitoring staff-patient not adopted better treatment.
Compare different legal responsibilities of the HR department when recruiting or retaining staff.
Human resources are responsible for planning and achieving organization, hiring
qualified and talented candidates, administering employee benefits, update documentation and
policies, manage employee performance and discipline in the organization, provide career
growth learning and development and organization succession planning. Human resources can
3

handle all legal situations and keep business updated, maximize the productivity of the
organization (Ahn, 2018).
Discuss ethical responsibilities that HR departments have with regard to their staff
Human resources professionals are responsible for promoting and justice for every
employee and create environment that encourages all individual and organization to reach at their
target goal with positive manner. Hiring and termination decisions made without ethnicity on the
basis of their gender, sexual and religious beliefs, providing safe work environment, recognizing
adverse effect of company on employee and taking steps to reduce the harm and human
resources professional improve and enhance employee experience (Fasbender, 2019).
Analyse the relationship between legal and ethical responsibilities of human resources
departments and the impact on staff being managed.
Legal responsibilities include organization policies, written laws and ethical responsibilities is
concept of right or wrong behaviour, safety, leave entitlements, and discrimination. Some actions
may be legal but people’s opinion not ethical, assign legal policies to promote ownership and
responsibilities. Human resources impact on staff by meeting with team members, build trust and
confidence with employee and help them to meet their goal, provides flexible working
environment, and help to boost employee productivity.
Justify the need for healthcare organisations to comply with current HR guidance and legislation
using current examples of breaches in employment law.
Human resources compliance is important for an organization to be successful in legal
environment common examples of types of law regulating the employee relationship include fair
standard act which maximize salary, federal civil right which stop employee from considering on
the basis of race, gender. Human resources also manages various compensation and benefit
programme.
TASK 2
Covered in PPT
CONCLUSION
From the above discussion, it can concluded that there are recruitment refers to the
selection of correct candidate for the healthcare settings. This includes the identification,
4

attracting, interviewing, selecting, hiring along with on-boarding employees that can allow to get
better selecting of candidate for the healthcare settings.
5

REFERENCES
Books and Journals
Ahn, J., Lee, S. and Yun, S., 2018. Leaders’ core self-evaluation, ethical leadership, and
employees’ job performance: The moderating role of employees’ exchange
ideology. Journal of Business Ethics, 148(2), pp.457-470.
Ali, Z. and Mehreen, A., 2018. Understanding succession planning as a combating strategy for
turnover intentions. Journal of Advances in Management Research.
Antony, J. and Gupta, S., 2018. Top ten reasons for process improvement project
failures. International Journal of Lean Six Sigma.
Bastagli, F., Hagen-Zanker, J., Harman, L., Barca, V., Sturge, G. and Schmidt, T., 2019. The
impact of cash transfers: a review of the evidence from low-and middle-income
countries. Journal of Social Policy, 48(3), pp.569-594.
Best, S. and Williams, S., 2019. Professional identity in interprofessional teams: findings from a
scoping review. Journal of interprofessional care, 33(2), pp.170-181.
Bouranta, N., Psomas, E., Suárez-Barraza, M.F. and Jaca, C., 2019. The key factors of total
quality management in the service sector: a cross-cultural study. Benchmarking: An
International Journal.
Fasbender, U., Van der Heijden, B.I. and Grimshaw, S., 2019. Job satisfaction, job stress and
nurses’ turnover intentions: The moderating roles of on‐the‐job and off‐the‐job
embeddedness. Journal of advanced nursing, 75(2), pp.327-337.
Phillips, T., Evans, J.L., Tooley, S. and Shirey, M.R., 2018. Nurse manager succession planning:
A cost–benefit analysis. Journal of nursing management, 26(2), pp.238-243.
6