Strategic Human Resource Challenges and Solutions: Romanian Hospitals

This essay delves into the human resource challenges confronting Romanian hospitals, emphasizing the need for effective HR practices in the healthcare sector. The analysis identifies key issues such as professional recruitment difficulties, talent management concerns including brain drain, workforce diversity management, employee demotivation, and career development obstacles. The essay highlights the impact of these challenges on service quality and employee retention. Furthermore, it explores strategic HR solutions, particularly for talent management and employee motivation, using the Onesti Municipal Hospital as a case study. The proposed strategies include forming strong coalitions, communicating a clear vision, providing ongoing feedback, implementing performance appraisals and rewards, conducting employee sessions, and establishing short-term wins. The paper underscores the importance of a supportive work environment and technological integration to improve healthcare services and employee satisfaction.

STRATEGIC HUMAN
RESOURCE
MANAGEMENT

Table of Contents
Essay................................................................................................................................................1
a) Human resource challenges faced by hospitals of Romania..............................................1
b) HR strategies to tackle the challenges related to Talent management and employee
motivation for the hospitals of Romania................................................................................5
REFERENCES................................................................................................................................9

Essay
Human resource management is one of the most crucial requirements for the growth and
development of the sector and industry as well. Human resource of the company helps in
developing its internal strength to create a competitive edge within the market. This is one of the
most crucial resources of the business (Akhtar, Ding and Ge, 2008). Global market scenario has
created an effective impact on the organizational effectiveness within the economy.
Heath and social care sector is one of the most crucial and sensitive industry within the
economy. The contribution of employees within the sector helps in developing high rate of
growth and development for the industry (Flood, and et. al., 2008). Increasing rate of health
inequities within the economy has increased the concerns of countries and government as well.
Developed economies has developed an effective system to cope up with health issues by
creating highly developed system of medical infrastructures and strong- committed team of
medical professional but the underdeveloped countries of the economy faces wide challenge in
terms of delivering quality of services and attaining desired results (Jackson and Seo, 2010).
Present report focuses on analyzing the significance of human resource in health and social care
industry by developing a structural overview of the industry and analyzing what is to be achieved
and how it must be attained.
a) Human resource challenges faced by hospitals of Romania
Medical services in Romania lack effective integration with western development and
resources. The human resource development within the country has created wide impact on the
overall growth and development of the industry. The country demands effective enhancement of
services in terms of career enhancement and development of the economy. To manage the
standard of quality within the country effective development has to take in human resource
development sector (Minniti, 2008). The Hospitals of Romania has been facing some major
issues in the field of human resource development sector which has led the issue of developing
quality services and managing effective health care practices within the nation.
The major challenges faced by the hospitals of Romania includes issues related to
professional recruitment, talent management, brain drain, managing work force diversity,
employee demotivation and career development issues as well. The above mentioned problems
create an effective impact on performance and retention of the employees for various
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organizations. Human resource management of the companies focuses on efficiently resolving
these issues in order to attain effective and favorable results. These issues has created a wide
impact on the growth and development of the region. The employees of medical services seek
effective measures to deal with the same. The detailed analysis of thee issues helps in developing
an in depth analysis of the given study.
The impact of declining development opportunities of the country has created wide
impact on the overall growth and development of the economy. Talent management is
considered as a major issue and hospitals of Romania. Out of total population 60% of the
population move out of the city for higher education and seek jobs in well developed cities. This
cause an issue of acquiring talent for the hospitals of Romania. A strong team of committed
employees helps in delivering valuable services to the company by enhancing he growth
measures and competitiveness as well (Strategic-HRM, 2014). Medical facilities within the
Romania demands a well-integrated team of professional employees as the sensitivity of the
sector demands highly experienced employees for imparting effective services for the fast
recovery of the patients (Patterson, Ferguson and Thomas, 2008). Moreover the prominent
practice of brain drain has created a wide impact on the development of the hospitals in the
Romania as a whole. The well developed and educated graduates of the country seek the chance
to relocate within the developed nation in order to enhance the employment opportunities within
the well-developed nation (Berger and Berger, 2004). . It can easily overcome with this
challenge by identifing the key gaps in the segment and formulate appropriate succession plan on
the basis of it. Moreover, alignment of the goals of hospitals must be very clear and on-going
feedback should be provided to all the employees. It is the best way through which their
performance can be enhanced (Berger and Berger, 2004).
The issue of managing work force diversity is yet another issue that the hospitals face
within the country while creating an effective impact on the growth of the country (Garg and
Kapellusch, 2011). Workforce diversity leads to high rate of innovation, creativity and
perspective and different views among the work group. To develop and manage workforce
diversity within the hospitals of Romania their management team needs to develop well
developed structure of HR practices within the nation. Romania has the scope to develop travel
and tourism within the country. This demands well developed measures for basic and advanced
medical facilities within the nation. The lacks of capabilities of the hospitals in managing
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effective work force have created wide impact on managing workforce diversity (Parasher,
2015). Workforce diversity can be managed by maintaining friendly and supportive culture
within the firm. The issue of brain drain is prominent within the city. Professional workforce do
not come to Romania to practice due to ineffective infrastructure and facilities. Appropriate
language training can be provided by the management team of hospitals to all the workers who
belong to diverse background and culture. Moreover, timely progress and promotion are the
effective ways to show the career development to all the workers. Further, all the hospitals of
Romania required to go through the timely promotions and providing better future opportunities
to all those workers who are capable of doing that work.
Global growth within the economy has created a wide impact on the development of
employees all over the world. The scope of employment and growth has developed for the
professionals. Thus organizations focus on developing effective measures of recruiting and
selecting right person for the right job. The hospitals of Romania has faced major issue in
developing effective recruitment and selection policies as the country lacks the effective
structure of HRM. As per the statistics the practioners in other part of greece and Europe are
much higher than that in Romania. The EU member states libe Portugal Lithunia etc has average
of 422 physicians for every 100000 inhabitants however in Romania this ratio is much lower. It
is 224 physicians for every 100000 inhabitants. Hospital management needs to adopt a single
appropriate recruitment which should be very formal followed by written test as well as
screening and selection process. An appropriate process needs to be followed by them so that
they can hire knowledgeable and skilled workers. To overcome brain drain the most common
ways are better facilities, better training, supportive and friendly culture as well as knowledge
transfer.
Business entity uses various types of technology in human resource practices that
includes internet based recruitment portal, bio-metric electronic devices in order to keep
systematic record of attendance, in and out timings as well overtime and other technical
equipment for training The medical care demands effective development in terms of
technological development of the country and resources as well which helps in creating wide
development of the services and enhances the quality as well (Cascio and Aguinis, 2008). .
However the employees within the hospitals face a major challenge in adopting technological
changes on immediate basis. For this, management team need to create a proper training plan in
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which all the workers needs to be train about the latest and technological advanced medical
equipment’s.
The motivated workforce helps the companies in generating high sales within the market
while managing the cost for the company thus enhancing the overall profitability of the firm.
Lack of effective HRM structure has resulted in declining the rate of effective motivation for the
employees within the country. The employees lack proper measures of growth and motivation
which has resulted in declining the quality of services. The average retention rate of the
employees in hospitals is 68.9% which is very low as compared to expected rate of retention
which is 80%. In order to overcome with this issue hospitals of Romania need to adopt strategies
such as friendly culture, the best performance appraisals, organizing fun activities, incentives etc.
These are the factors through which management teams of different hospitals can easily resolve
the problem related to the motivation.
b) HR strategies to tackle the challenges related to Talent management and employee motivation
for the hospitals of Romania
Onesti Municipal Hospital is one of the major hospitals of the country which has
developed the capacity of 540 hospital beds. The Hospital has developed effective measures of
services to serve the basis needs of the patients. However the major issues regarding work force
management faced by the hospital are discussed further. The two major challenges faced by the
workforce of Onesti Municipal Hospital (OMH) are employee demotivation and talent
management within the companies. Hospitals of the country are not developed due to lack of
effective service providers within the country. This has created a huge rift between the need of
the country and what the country is providing to the users (Shermon, 2004).In order to overcome
tye mentioned problems the company must take few drastic changes within the organzation.
Talent retention is one of the most crucial parts of the organizational development within
the industry. It is quite essential for the hospitals of Romains to develop and train their workforce
in order to retain them. Many authors and researchers have developed effective measures to deal
with the issues related to the talent management within the hospitals of Romania. Employees in
Onesti hospitals are facing several issues related to the talent management (Stanton and
Nankervis, 2011). Thereby, to enhance, the skills and knowledge of employees in hospitals is
essential. However, there are several steps which help the hospitals in retaining the talent pool
within their organization.
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Form a Powerful Coalition- After creating urgency in employees, the next step of talent
management is convincing people about the necessity of effective employee performance. Their
performance must be tracked on regular basis. Convincing mostly takes strong leadership and
visible support from key people of the organization. Thus, it is important to find out leaders from
the organization (Rodwell and Teo, 2008). To lead the talent and bring together a powerful team
of talented people including expertise, job title and political value.
Communicate the vision- The next step for talent management is communicating the
vision between employees of OMH. The creation of vision determines the success. The
communication of vision should be frequent and powerful between the employees for bringing
effectiveness in employees. It is quite essential for hospitals of Romania to go through the
alignment of organization goals in an effective manner. It is the most effective way through
which individuals can easily attain better practices for attaining the objectives of firm.
Ongoing feedbacks: Management teams of hospitals of Romania need to give on-going
feedback to all their workers so that their performance can be maximized. With the help of such
feedbacks they can easily avail the issues within their performance and try to overcome with the
same.
Good performance appraisals and rewards: In order to retain the talented pool within
the hospitals it is essential to set appropriate criteria of rewards for high performing workers.
Through this, they feel motivated and perform all their tasks effectively.
Employee Sessions: There are various sessions need to be organize by the management
team of Hospitals in which all the staff members should be give review about their performance.
For this, their overall performance needs to be track.
Create short term win- Retention is all about motivating employees. Success is effective
tool of motivating employees. Create short term goals along with long term goals. The
achievement of short term goals would motivate employees to achieve long term objective.
Motivation is the influential force which enhances the performance of the employees and
creates effective measures for organizational development. The motivated team of employee’s
results in reducing the attrition rate of the company thus enhancing the probability of growth and
development within the sector. HR departments focus on developing effective measures to
enhance employee’s motivation in order to create high impact on the overall growth of the
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company. Human resource strategies regarding employees motivation helps the companies in
enhancing growth prospects for the county.
The basic needs of the employees deals with the needs of food waters and shelter. As per
the author these needs related to the survival human and their existence as well. The companies
dealt with these needs as the basic needs of employees to work in the company. These needs of
the employees were recognized as the requirements for basic salary and financial motives. Once
the company is able to attain these needs of employees the need for safety and security arises
(Bloom and Reenen, 2011). The employees working within the organization relate these needs
with effective job security, health care measures and safe working environment as well.
Employees of Romania will be motivated by the firm if the organization is effectively able to
develop a sense of job security and effective working environment within the country.
Employees of the company are the social animals thus seeks the effective measures of social
bonding in terms of formal and informal relation within the market to create high impact on e
growth of the companies. The self-esteem needs of the employees deals with the need of respects
and recognition within the company. Attaining the needs of social recognition as well the
employees face an effective impact on the growth and development measures within the
company. The final need of the employees according to the given theory deals with self-
actualization needs. The concept of this level changes from person to person.
The human resource strategies for employee motivation which can help the employees of
Romania in developing effective measures of motivation may include effective measures of
working environment. The companies must focus on creating high and effective system of
working for the employees this will helps them in enhancing their capabilities and prospects for
working within the entity.
Developing financial and non financial means of incentives. The monetary and non-
monetary rewards for the employees help the company in creating an effective impact on the
overall growth of the company. This measure has will help the employees in developing high
level of trust and loyalty for the company thus menacing he retention rates for the organizations.
Apart from these measures involving employees in the organizational decisions is yet
another measure while helps the employees in developing effective recognition within the
company thus creating high impact on employee motivation. All the above stated measures help
OMH in developing high and effective measures for growth and development of the economy.
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Apart from this high rate of employee retention results in creating an effective impact on the
overall performance of the business units and social care units as well.
The major issues faced by OMH hospitals are talent management and demotivation. In
order to overcome these factors the company must adopt effective measures of seeking intrinsic
and extrinsic factors of motivations. The organization must focus of factors such as work
environment, job satisfaction, salary etc in order develop effective means of motivation.
Moreover, motivators such as growth opportunities, successive planning, career planning and
enhancing distribution of roles and responsibilities will help the employees in enhancing
motivational measures to enhance work performance and retention rate within the company.
Moreover, effective recruitment and selection strategies will help the company in acquiring and
managing talent for the employees.
The above study creates an effective impact on the growth and development measures for
the industry by developing the measures of human resource strategies. The report effectively
reflects the present state of working in countries like Romania and what effective measures could
be taken by the organizations in developing the practices within the nation.Medical care in
Romania is overall not up to Western standards, and basic medical supplies are limited,
especially outside major cities. The area is considered to be underdeveloped due to lack of
effective financial and professional support within the economy. The decline and instability
within the economy has created a wide impact on the overall growth and development of the
country. The medical facilities hence has significantly suffered a wide range of instability and
low development as the foundation base for the growth of the sector has developed a weak
impact. Hospitals of Romania have not developed an effective growth measures within the
economy. This has created an effective impact in the overall growth of the country.
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REFERENCES
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unproductive, or destructive?. Entrepreneurship Theory and Practice. 32(5). pp.779-790.
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specific competencies: implications for selection and recruitment.Medical education.
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Assessment and Development Centres. Tata McGraw-Hill Education.
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organizational effectiveness: perceptions of managers in Singapore. Asia Pacific Business
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performance in health services organizations. The International Journal of Human Resource
Management. 19(10). Pp. 1825-1841.
Sonenshein, S., 2010. We're Changing—Or are we? untangling the role of progressive,
regressive, and stability narratives during strategic change implementation. Academy of
Management Journal. 53(3). pp. 477-512.
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Berger, L. A. and Berger, D. R., 2004. The talent management handbook. New York.
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