Challenges and Opportunities in HRM: A Case Study of the Health Sector

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Human Resource Management
Written Assessment 3
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Introduction
The human resource management is the most important and essential part of the organizational
structure. Human resource management works as a consultant for the organization. The major
work of human resource management is to provide employment to the organization. The working
of a human resource does not complete here the foremost work of human resource is to maintain
the perfect balance between the organization and employees. The success of an organization
mostly depends on the management and workplace of the organization. The essay contains brief
information about the different aspects and impact of HRM. The major discussion of the essay
will revolve around the different aspects of HRM department. The essay includes the information
about the evaluation of HRM, the context of human resource management, the formation of
approaches and planning of HRM for the changing context, talent retention and development and
management of performance. The essay provides information about the human resource
management of the health department.
Challenges in retaining and attracting a workforce
In recent times, it has been observed that organizations face lots of problems in the workforce
region. The organizations work on various principles, they have to be ethically and culturally
very sorted but the attitude of the employees towards the company development has been quite
low and the employees nowadays are willing to switch jobs very fast which results in the decay
of the organization and the organizations always work on long term basis whereas the employees
are not working on the long term plans very attentively due to which the growth of the
organization is hampered.
The organizations also face problem in the retention phase that the education system has been
very poor and the students are not provided with proper resources to study thus the lack of
knowledge has been an issue in this sector of attracting and retention of the employees in the
workforce.
The organizations need to understand the employees and their mental and emotional state. This
understanding will generate better intentions for the employees and the organization would be
benefitted by the involvement of the employees in the organizational premises. The true social
recognition is very much important while working for an organization.
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The organization is needed to create targeted recruitment plans where the ideas and all the basic
knowledge is provided to the organization and whenever the process of recruitment is under
process it is essential for the organizations to analyse the branding as a part of the recruitment
process and a better work environment is developed.
Evolution of human resource management
As the function and competition of among organizations are increasing rapidly, thus there are
many departments, whose requirements are increasing in almost every sector. Human Resource
Department is one of them. From the past few decades, the evolution of the Human resource
department has increased rapidly. Human Resource department has become important for almost
every organization. This department has expanded so vastly that its functions and working has
changed according to the organization but the motive of the organization is still the same. In the
past, the function of Human Resource Management is to select employees only. But with the
evolution of time now this department is responsible for the training of department as well as for
the outcome of the organization (Nankervis, et. al., 2016). From the past few decades, it has been
observed that the expansion of the Human Resource Department took place in different
organizations and the working of the Human Resource Department also increases in these
different departments and organizations. It has become beneficial for organizations as well as for
the Human Resource Department.
According to Frixlou and Charalambous (2016), the department in which the Human Resource
Department has come into account very rapidly and effectively is the Medical Department.
Human Resource Department is very important for the growth and development of any
organization. Thus it has also contributed to development in the Health Care Department. Role
and function of this department have become very important for the Medical sector. It is because
the requirement of the medical sector is increasing rapidly among every place. The main function
of the Human Resource Department is to select efficient employees and proper training and
working of these employees. This directly affects the working and output of an organization
because if employees are trained well and perform well then they give a suitable outcome to the
organization. This is the main benefit of the Human Resource Department in the health sector. It
is because the health care sector is the sector whose working is very crucial because it deals with
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the health of people. Hence it is very important to have sufficient employers to work in the health
care sector and it could be achieved by the Human Resource Department.
In health care department it is also important that daily routines and working of the organizations
should be proper. As the Human Resource Department is responsible for the working of the
organization hence it helps the medical sector to achieve this target by its policies and working.
It gives a sense of responsibility among employees if they understood their responsibilities and
working and this could be achieved only if they understood their duties properly. For this Human
Resource Department plays an important role as it gives responsibilities to different employees
according to their knowledge and experience. Evolution is also very important for any
organization to have a positive environment. Human Resource Department fulfil these demands
with their innovative and beneficial ideas for the organization and also the implementation of
these ideas is also the responsibility of the Human Resource Department. Having roles in
different organizations and sectors the positive thing for the future of the Human Resource
Department is it has still maintained the proper functioning of this department.
The context of human resource management
According to the author (Chowhan, et. al., 2019), human resource management is the most
necessary essential of the organizational structure. A report generated in Australia had informed
that there is a large number of HR managers exist in the country. This department had provided
immense growth to the structure of the health department as there are some different aspects of
health care which gets affect from the HRM. The department strictly takes care of the challenges
and requirements of health care and also determines the strategies related to the specific
department. The health care association also states that the HR department helps to derive
effective services and also enhance the performance of the working culture.
The foremost responsibility of the HR department is to attain suitable candidates as per the
requirements and when it comes to the health care department then the things become more
critical to be managed. Health care directly deals with the lives of other people. So this is most
necessary for the HR management to attain the candidates who have the proper certification to
do such responsibility.
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The other concerns which come under the working expertise of HR departments are to make a
clarification about the related and necessary terminologies of the health care department. This
understanding requires some research to be done. This is also necessary to have all the legal
perceptions. The legal perceptions are necessary to make the determination about the right path
to recruit and work in the appropriate manner.
The health care department is a department which requires discipline and accuracy out of the
boundaries. This department does not only reflects the working apart from that it also includes
the responsibility to make the things correct. To achieve such objective this is most necessary for
the HR department to manage the resources and staff in an appropriate manner to achieve the
growth and sustainability towards their work.
Industrial relations: Frameworks and practices
According to the author (Rottger, et. al., 2014), this is most necessary for the health care
department to attain some specific resources to make the operational activities improved.
Another thing which is necessary to be determined is about the appropriate and required staff as
the quality and quantity of employees affect the health care department.
Author (Marescaux, et. al., 2013) says that to avoid such issues the HRM needs to arrange some
collaborative approaches. The approaches will help to make a strong interaction between the
employee and employer and will also help to build belief and consent. There was some expertise
also stated to go with the controlling approaches which will control the abilities and skills of the
employees to grow the work performance.
The overall study about the approaches of commitment and control had argued some different
aspects as this can be stated that the committee makes the employees felt more engaged towards
the work and also establish a better working culture. The further study had informed that the
commitment approaches needs to be followed improper manner as for most requirement of the
health care industry. This can be understood that health care is the most sensitive department and
needs to arrange in a significant manner. This industry cannot only be mould on the particular
rules or controls it requires a high level of trust and determination towards the working. This
determination can be achieved via the help of the implementation of the commitment approach.
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The more use of control can affect the department in a negative manner but still, there are some
kind of controls exist which can impact the industry in a positive manner and if they are
implemented in an appropriate way then the organization can achieve the growth. The controls
which can be implemented in the industry are behavioural, input and output controls — this help
to make the determination about the working capabilities.
Human resource planning and changing requirement
There are various challenges that occur in Human Resource Management due to various changes
in any organization. These changes could occur due to environmental changes, organizational
changes, individual changes. Environmental challenges are the challenges that occur due to
factors not in the hand of the organization but the impact of these challenges are directly on the
organization. Organizational challenges are the challenges that occur due to change in internal
functions of the organization including the functioning of the organization. Individual challenges
are the challenges that occur due to individual thinking of the employees related to different
factors. To overcome all of these challenges Human Resource Department have to make proper
planning according to the various changes.
Cowman and Keating (2013) have mentioned that working of the Human Resource Department
changes with change in the environment. In the case of the medical sector, it has been observed
that there is a change in industrial behaviour of the organization from some time. This change
has not been observed in the early stage but it had observed after sometime when the change
occurred started affecting the performance and the working of the medical sector negatively
(Nankervis, et. al., 2016). This change in behaviour is very dangerous for the medical sector
because the industrial sector in an organization is directly linked with the employees of the
organization. If employees do not work properly then the performance and output of the
organization will decrease.
Human Resource department plays an important role to solve these changes in the internal
environment of the organization. The first step is to identify the reason for this change behaviour.
Next step is to make a plan to solve this issue. Another step is to implement the plan which is
made by the department to solve the particular issue. In the given case industrial conflicts are
there in the medical department. For solving this HR department should find a solution to find
the reason for conflict. As this department is directly linked to the employees, and it is not
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possible for an organization to get in contact with every employee, thus unions should be made
and demands and reason of conflicts among these unions should be identified. With solving of
conflicts it is also important to solve these conflicts in a minimum amount of time. As in the case
of conflict between the Health sector and industrial department, both of these sectors are
interlinked to each other and directly affect the performance of the whole organization. If the
conflict is not sorted out in less amount of time then will impact negatively on the organization.
Hence Human Resource Department plans in such a way that conflict is sorted in less amount of
time. In this way, the Human Resource Department works according to the situation of the given
organization.
Work design challenges in a global environment
Healthcare is a growing sector which tends to bring several job opportunities to the new
generation. Although, it is growing rapidly the Human Resource Management often faces issues
regarding the restraining and attracting the employees as this industry requires people with high
skills (Nankervis, et. al., 2016). Frequent appraisals would encourage and motivate the
employees to stay in the sector. But these appraisals could only be given based on their
performances. Hence, it is important to evaluate and assess the performance of the employees.
Performance review plays a vital role in enhancing the effectiveness of the performance of the
employees. The review report consists of the evaluation of the current performance of the
employees and steps which would improve the efficiency of the workforce. For evaluating the
performance of the employees’ certain steps must be followed which are as follows:
Review Job Description: Both the employers and the employees must review the job description
to assess if the employee is working accordingly and if there is any requirement to update the job
description.
 Self-Assessment: The employees must be aware of the fact that how effectively they are
working. Hence, a questionnaire should be given to the employees who would let the
employees examine and assess their efficiency and the same shall be submitted to their
managers.
 Feedbacks: Accepting and welcoming feedbacks from colleagues and customers shall
play a crucial role in assessing the performance of the employees.
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 Annual Performance Reviews: The performance of the employees must be reviewed
monthly, quarterly and especially annually. The employees must be appraised based on
their performances and the appraisal should be done in their salaries also.
 Regular Meetings: The managers and the workforce must conduct regular meetings for
discussing the short-term and long-term goals of the company that way the employees
shall understand how valuable they are to the company and it would also help in filling
the communication gaps.
Thus, assessing and evaluating the performance of the employees would help HRM in retaining
their existing employees and appraisal policies would attract more people to work in this sector.
Conclusion
This is concluded from the essay that human resource management is the most necessary
component of the organizational structure. The essay also informed about health care. There was
the brief information about the interrelation between the human resource management and health
care industry. As health care is the most critical and necessary industry in the context of the
current era. So this is most necessary to have some significant approaches in the industry to
perform more accurately. The essay was given information about the different approaches of the
HRM department. There was a discussion about the context of HRM as it provided information
about the basic implementation of HRM. Thus, the essay had informed about the importance of
human resource management in the context of heal industry.
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References
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