Strategic Human Resource Management in Health Services Report

This report examines the critical role of Human Resources (HR) within the healthcare sector, with a specific focus on the Cleveland Clinic. It begins by outlining current trends in healthcare, such as rapid medical innovation and workforce shortages, and their implications for HR practices. The report then explores how HR can function as a strategic partner within the organization, emphasizing the importance of new work models and efficient use of health IT. The HR value chain model is recommended as a suitable framework for Cleveland Clinic, promoting innovation and talent management. Furthermore, the report suggests strategies for HR to build effective relationships with senior management and develop employee skills through training and career development. Finally, it addresses the impact of employment law, particularly Equal Employment Opportunity Commission regulations, on the hiring and selection processes. The conclusion reiterates the significance of HR in adapting to healthcare changes and emphasizes the importance of strategic planning and employee development for organizational success.

Running head: HUMAN RESOURCES IN HEALTH SERVICES
Human Resources in Health Services
Name of the student
Name of the University
Author note

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Executive Summary
The primary purpose of this report is to discuss about the trends in the health care that has an
effect on human resources of an organization. The report also talks about the model of the
human resources management that can prove to be appropriate for the organization. The
report also recommends strategies that can help the human resources in maintaining effective
relationship with the senior managers of the organization. The report also specifies
employment law that has an effect on selection process in Cleveland Clinic.

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Table of Contents
Introduction................................................................................................................................3
Trends in health care..................................................................................................................3
HR as the strategic partner in Cleveland Clinic.........................................................................4
Suitable model for Cleveland Clinic..........................................................................................4
Suitable strategy for Cleveland Clinic.......................................................................................4
Employment Law.......................................................................................................................5
Conclusion..................................................................................................................................5
References..................................................................................................................................7

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Introduction
Health services comprises of the medical professionals along with the organizations
who are responsible for providing the medical care to the people who are in need. Human
resources (HR) refers to department who is responsible for recruiting and selecting the
employees in an organization. Cleveland Clinic is an acute care medical center that helps in
the integration of the clinical along with the hospital care. It is a respected hospital that
provides care for the sick people (Clevelandclinic.org., 2019). This report discusses about the
current trends in relation to the healthcare that has an effect on the human resources
management. The report also suggests opportunity to the HR that can help it in becoming a
strategic partner in the organization. The report recommends model of the human resources
management that can prove to be appropriate for the organization. The report recommends
the strategy that the HR can implement that can help in the development of effective
relationship in between the human resources and the managers of the organization. The report
also talks about a particular employment law that can have an effect on hiring along with the
selection process in organization.
Trends in health care
The trends in relation to the healthcare has an effect on the aspect of human resources
management in an organization. Rate of the medical innovation is increasing and the new
technologies has helped in the creation of new paradigms in relation to the healthcare. The
healthcare professionals have to stay updated in relation to the necessary skills that can help
them in adjusting to the changing healthcare in the present age (Cascio, 2015). There is also
the nursing workforce shortage on account of the increase in demand for the healthcare
services. The trends have an effect on the aspect of the human resources management as it
means that the human resources should recruit the employees who have higher skill set that

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can help them in staying relevant in the present age. There is shortage in the workforce that
necessitates that the employees should be recruited who can multitask that can be of great
benefit for the healthcare profession (Noe et al., 2017).
HR as the strategic partner in Cleveland Clinic
The human resources can become strategic partner within Cleveland Clinic by taking
suitable measures. The human resources in Cleveland Clinic should establish the new work
models that can help in increasing the efficiency of the workforce (Petrick, 2017). The
human resources can reduce the administrative burden by the sufficient use of the health IT.
It can help in improving the speed and the accuracy pertaining to the care decisions that are
taken by the staff of the hospital.
Suitable model for Cleveland Clinic
The human resources management in Cleveland Clinic can adopt a new model that
can prove to be appropriate for the organization. The human resources HR value chain model
that can prove to be appropriate for the organization is HR value chain. This model can help
the human resources can built the innovation capabilities in the workforce that can help in the
development of the organization (Buckley, Wheeler & Halbesleben, 2018). It helps in
controlling the HRM outcome that can help the organization in achieving the desired goal.
The human resources can integrate the talent management practices that can help in giving
rise to an efficient organization.
Suitable strategy for Cleveland Clinic
The human resources can act as a strategist in the event of shifting to roles like the
workforce planning along with the talent management. The human resources can implement
strategies that can help it in developing effective relationship with the senior executives along
with the managers of the organization. The human resources can invest in the arena of

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training that can help in improving the skill set of the employees of Cleveland Clinic. This
strategy can help the organization in imbibing skill set in the employees that can prove to be
useful for the organization (Ginter, Duncan & Swayne, 2018). The human resources of
Cleveland Clinic can also make the employees perceive their career possibilities in the long
term that can pave the way for the success of the organization. It can help in developing the
competencies of the employees that can pave the way for the development of the organization
(Wager, Lee & Glaser, 2017). It can help the human resources in cultivating the partnerships
that can help in the development of the organization. It can help the organization in
developing the employees that can help it in dealing with the workforce shortage in the
organization (Shanks, 2016). It can help the organization in achieving the objective of having
a skilled workforce that can develop the organization.
Employment Law
There are employment laws that can have an effect on the aspect of the hiring along
with the selection process in Cleveland Clinic. Equal Employment Opportunity Commission
carries out enforcement of the federal law that makes the discrimination against the job
applicants illegal (Iclg.com, 2019). It ensures the fact that the human resources of Cleveland
Clinic recruit employees without any kind of discrimination.
Conclusion
Health services consists of medical professionals that can provide medical care for the
people who are in need of it. Human resources is indicative of department that can help in the
selection of employees within an organization. New technologies have paved the way for
medical innovation that have changed the dynamics in relation to the health care. There is
also the problem of the workforce shortage that has a negative effect on the performance of
an organization. Administrative burden can be reduced by the human resources and it can be

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invested in the arena of IT that can help Cleveland Clinic. The organization can take recourse
to training that can prove to be instrumental in increasing skill set of employees. Training can
be provided to employees that can be beneficial for the organization. Human resources of the
organization can make the employees look into the career possibilities that can help the
organization in achieving success.

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References
Buckley, M. R., Wheeler, A. R., & Halbesleben, J. R. (Eds.). (2018). Research in personnel
and human resources management. Emerald Publishing Limited.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Clevelandclinic.org. (2019). Access Anytime Anywhere | Cleveland Clinic. Retrieved from
https://my.clevelandclinic.org/
Ginter, P. M., Duncan, W. J., & Swayne, L. E. (2018). The strategic management of health
care organizations. John Wiley & Sons.
Iclg.com, N. (2019). Employment & Labour Law 2019 | USA | ICLG. Retrieved from
https://iclg.com/practice-areas/employment-and-labour-laws-and-regulations/usaNoe,
R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Petrick, J. (2017). Total quality in managing human resources. Routledge.
Shanks, N. H. (Ed.). (2016). Introduction to health care management. Jones & Bartlett
Publishers.
Wager, K. A., Lee, F. W., & Glaser, J. P. (2017). Health care information systems: a
practical approach for health care management. John Wiley & Sons.