Strayer University: Healthcare Human Resource Report Analysis

This report examines the impact of healthcare trends on human resource management (HRM) activities within an acute care hospital. It identifies two key trends: changing employee behavior due to technological advancements and the challenge of finding skilled talent. The report analyzes how these trends affect hiring and workforce management, emphasizing the need for HR managers to address these challenges proactively. It suggests strategies such as employee training, performance management, and fostering positive communication to improve employee satisfaction and retention. The report also recommends timely meetings and understanding of the organization's goals to align employees. Furthermore, it highlights the importance of compliance with employment laws, specifically mentioning the American with Disabilities Act (ADA). The conclusion underscores the significance of effective HRM in navigating the evolving healthcare landscape and ensuring the success of the hospital.

Running Head: Health Care Human Resource
Health Care Human Resource
Dorathy Ubiam
Strayer University
Dr. Queensberry
April 24th, 2019

Health Care Human Resource 1
Contents
Introduction......................................................................................................................................2
Two Current Trends in Healthcare affecting HRM.........................................................................2
Opportunity for HR to cover challenges..........................................................................................3
Recommendation.............................................................................................................................3
Conclusion.......................................................................................................................................4
References........................................................................................................................................5

Health Care Human Resource 2
Introduction
The purpose of this report is to enlighten the reader about the impact of the healthcare
trends on the human resource management activities of an acute care hospital growing the
community. This report is formed to evaluate the details of the human resource management
activities that the HR manager should initiate in order to successfully eliminate the negative
trends present in the environment. The latter part of the paper explains the recommendation for
the business along with employment law related to hiring in the community. More details about
the paper are discussed below:
Two Current Trends in Healthcare affecting HRM
Changing behaviour: changing the behaviour of the employee is one of the important
human resource trends present in the environment. The HR manager of the hospitals is
constantly facing the problem of changing behaviour of the employees of the business. As the
rate of medical innovation has been increased so it becomes difficult for the management of
hospitals to attract and train employees of the basis of their competence. So, it can be said that
changing behaviour of the employees of the company due to change in the introduction of
technology in the external environment is one of the trends of the business. This can affect the
hiring process in such a way that the business might face problems hiring people who work on
standard basis with them in the environment (Chamorro-Premuzic, & Furnham, 2010).
Find challenging skill set for the employees: Another trend present in the healthcare
industry is finding the right type of talent for the hospital to work with them. It is important for
the management to hire and work with group of people who are highly qualified in their degrees
and are trained in patient care services as well. Finding the right type of person for the business
is also creating the trend of workforce short for the hospitals in the environment. Lack of
adequate workforce creates delay in completion of the medical treatment in the environment due
to which satisfaction of the employees as well customers is introduced. Difficulty to find the
result type of talent for the business as well as changing behaviour of the environment due to
innovation are two most important trends present in the healthcare industry. If one of the trends
is adequately achieved in the business then the other trend will clearly follow its path and

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positivity will get introduced in the environment (Alameddine, Khodr, Mourad, Yassoub, & Abi
Ramia, 2016).
Opportunity for HR to cover challenges
As the hospital has faced various negative trends in the environment due to which
responsibility comes in the hands of the human resource manager of the company to implement
actions in such a way that issues are eliminated from the environment. Initially it is important for
the human resource manager of the company and increases its level of productivity in the
environment. The HR manager should create a plan for employee satisfaction in the
environment. If the employees of an organization are stable and compile in the business then
they should introduce innovation in the business. While the positive employees are working
efficiently in the environment so they would not resist to change and will change according to
the requirement of the company (George, 2015).
Further, business should train the employees in order to successfully take care of the
interest of the patients and at the same time management workplace environment as well. The
manager should train the employees to eliminate the issues and make effective use of innovation
in the environment. In this way, the HR manager would be able to easily manage the changing
behaviour in the target market. Lastly, it should also be noted that the management be able to
change the performance management plan so as to successfully attract and retain the right type of
people for the business (Michie, & Sheehan, 2005). Performance management tool will help the
management to increase the productivity of the hospitals by keeping all the employees on the
right track and providing them incentives accordingly based on their work and talent. The
performance management activity should be conducted separately with all the employee so as to
understand their perspective about the business as well. Thus, these are the opportunities for an
HR manager in an acute care hospital (Yadav, & Saxena, 2015).
Recommendation
 The HR manager should conduct timely meetings so as to provide a clear picture to the
senior level management of the company about the functions that HRM is going to

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conduct to increase their level of satisfaction (Van Dooren, Bouckaert, & Halligan,
2015).
 Formal as well as informal ways of communication should be generated on the end of the
HR manager of the company so as to create a positive and solid relationship between the
employees present in the environment.
 Trainings should be conducted for the employees so as to make them understand the
motive of the organization in the environment. This will help the manager to keep all the
employees on the same page (Shields, et. al., 2015).
These strategies will help the HR manager by increasing level of communication and trust in
the environment. Training will also increase the productivity need of the business. The
employment act that might affect the working of the business in The American with Disability
Act (ADA) of 1990. This act was earlier known as Rehabilitation Act of 1973 which was started
in the Civil Rights Act of 1964. This act prohibits the discrimination in the process of hiring,
promotion or other employment of handicapped. Along with this Federal Executive Order and
Equal Pay Act also applied in the functioning of the business (University of Illinois System,
2019).
Conclusion
Thus, in the limelight of above mentioned events, the fact should be noted that the paper
evaluated HR function in an acute care hospital for the management of effective HRM activities
in the business.

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References
Alameddine, M., Khodr, H., Mourad, Y., Yassoub, R., & Abi Ramia, J. (2016). Upscaling the
recruitment and retention of human resources for health at primary healthcare centres in
Lebanon: a qualitative study. Health & social care in the community, 24(3), 353-362.
Chamorro-Premuzic, T., & Furnham, A. (2010). The Psychology of Personnel Selection.
Cambridge: Cambridge University Press.
George, C. (2015). Retaining professional workers: what makes them stay?. Employee
Relations, 37(1), 102-121.
Michie, J., & Sheehan, M. (2005). Business strategy, human resources, labour market flexibility
and competitive advantage. The International Journal of Human Resource
Management, 16(3), 445-464.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... &
Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
University of Illinois System, (2019). Major Laws and Regulations that Affect the Selection
Process. Retrieved from <
https://www.hr.uillinois.edu/policy/compliance_toolkit/major_laws_and_regulations_for
_selection_process >
Van Dooren, W., Bouckaert, G., & Halligan, J. (2015). Performance management in the public
sector. UK: Routledge.
Yadav, P., & Saxena, S. (2015). Interrelationship among Employee Retention Strategies Adopted
by Corporate Sector: An Empirical Study. International Journal of Research in
Management, Science and Technology, 3, 196-201.