HRM in Indian Healthcare: A Strategic Case Study Analysis

This case study analyzes the Indian healthcare system, focusing on the functional aspects of managing people and the significance of HR policies. It identifies the crucial role of Strategic Human Resource Management (SHRM) in connecting people with business goals, emphasizing its proactive nature compared to traditional HRM. The study reviews various HR functions, including recruitment, training, and performance management, and their impact on healthcare professionals. It highlights the challenges faced by the Indian healthcare system, such as high employee turnover and the need for improved training and recruitment strategies. The report evaluates the importance of HR policies like equal opportunity, performance appraisals, and employee orientation, and how these policies can be adapted to address market trends and innovations. The conclusion underscores the necessity of adopting strategic HRM policies to enhance the performance, productivity, and overall operations of healthcare companies within the Indian healthcare sector. The document suggests improvements in recruitment and selection processes, the implementation of employment policies, and the development of strategic training programs to enhance employee skills and improve the quality of healthcare services.

Case Study of the
Indian Healthcare
System

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAINBODY...................................................................................................................................3
Identify and review the functional aspects of managing people..................................................3
Evaluate significance of HR policies in the Indian Healthcare System in respect of declining
markets and innovations..............................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
“Healthcare system” refers as a method by which healthcare companies are organized,
financed and delivered it’s healthcare services to the population. It involves expenditures,
resources (healthcare workers and facilities) and issues of access (Gupta, 2020). The main
objective of the healthcare system is to improve quality of life by increasing health wellbeing
aspects. Commercial business always focuses on developing financial profit to assist their
valuation while healthcare should focus on developing special profit in order to meet it’s promise
which they do from the society. In this report will discuss about functional aspects of managing
people that supports a strategic HRM in the Indian Health care system.
MAINBODY
Identify and review the functional aspects of managing people
Strategic human resource management (SHRM) is the management approach that
undertakes by company to connect people with business goals. With the support of SHRM
approach, HR professionals establishes the link between organization’s assets i.e. people and the
strategic goal of the business. The main objective of the SHRM is to bring advanced flexibility,
competitive advantage and innovation. There is wide range of difference between SHRM and
HRM such as human resource management is usually reactive in nature while SHRM is a
proactive for the management function (Nayak, Sahoo and Mohanty, 2018). SHRM always
focuses on building partnership with the internal and external constituent group and they support
company to achieve overall long-term goals. Conversely, HRM assist organization in gaining
short-term business goal as well as outcomes. In the case study of Indian Health Care System,
HRM plays vital role to manage people healthcare professionals effectively in the business. For
example, human resource managers at Indian healthcare system develops vision for the company
and communicate with overall staff so that individuals become serious for their responsibility
and puts more efforts in the workplace while offering care services to the client. HRM at
healthcare system plays vital role such as planning, organizing, controlling and coordinating. in
addition, they play different functions in the company such as recruitment-selection, reward and
punishment, strategy formulation & implementation, training & development etc. through which

company get success in the business market. these functions are performed by HR at Indian
healthcare system. The main goal of the Indian Healthcare system is to offer best quality
formulary and care compliance to the client and patient which improves their health wellbeing
range. HRM is considered planned approach that is undertaken by various healthcare companies
in order to manage people effectively so that they can perform better in the workplace. HR at
healthcare system organize training and development session for the staff so that individual
develops and improves required skills and capabilities that ultimately improves company care
offering services in the healthcare sector. They also support employees to develop and enhance
their undeveloped potentials for their own and organization improvement process (Thanikaivel
and Ramakrishnan, 2020).
HR professionals at Indian healthcare system always try to develop highly innovative and
effective working environment for the staff so that individuals always try to give best
performance with innovative tricks which leads improvement in patient health. The main goal of
the human resource department (HRD) usually to have highly motivated, competent, discipline
and dedicated staff that leads higher level of profitability, productivity and growth of the
company. Whenever, Indian healthcare system faces high employee turnover issues, in that case
HR professionals understand issues of employee turnover and brings several changes in the
employment policy so that new skilled applicants attracts towards company for job application
purpose. In addition, they create good working environment for the staff so that individuals do
not feel more stressed in the workplace. To bring motivation in healthcare teams, HR always
conducts some cultural shows in which celebrates festivals (Chams and García-Blandón, 2019).
These activities maintain individual’s wellbeing in the workplace. HR at Indian Healthcare
System offers rewards and incentives to the healthcare professionals accordingly performance.
This approach of HRM always supports company to stay motivated it’s staff in the workplace
and influences others to give best performance so that they can also earn financial benefits.
Basically, medical and health service managers are also known as healthcare executive in the
Indian Healthcare System plans, directs, coordinate and monitors the delivery of healthcare at
personal level so that profitable outcomes can be received by healthcare companies. However,
healthcare management is considered bit difficult and challenging as compared management in
other sectors according to Indian Healthcare System case study such as healthcare system
outcomes are more complexed. Another is that healthcare companies constantly face pressure to

become highly innovative, productive and gives high quality healthcare. The Indian Healthcare
System is completely dependent employee motivation. Demand for the quality service renders by
the government health sets up but it is getting stronger day by day. However, continuous HR
development has become essential for the client satisfaction and service improvement. But
currently human resource department (HRD) issues such as manpower planning, recruitment &
selection and other form of job projects such as induction program, training program,
performance appraisal etc. which impacts productivity, profitability and operations of healthcare
companies in the healthcare sector. Today, hospitals offer healthcare service delivery but the
main issue is to offer quality health services to the client. In addition, Indian Healthcare System
faces various managerial issues such as inadequate assessment of the soft skills and other
competencies at them time of recruitment strategies. In addition, rewards also not link with the
performance in the healthcare system, there are no concrete rewards except salary increments
and rewards (Hewett and et.al., 2018). So, it is important for the Indian Healthcare System to
adapt strategic HRM approach that will support to deal with all issues. Due to poor system of
training and absence of regular reorientation program, human resource management unable to
manage people effectively in the Indian Healthcare system. SHRM is the great approach for the
HRD because it helps them to understand needs of healthcare professionals in the workplace due
to this, they unable to offer quality health service to client. Strategic HRM approach supports
healthcare management to conduct effective training session for the different type of healthcare
professionals which enhances their medical knowledge and individuals can learn new skills
which helps to offer best quality services to the patient (Mallick and et.al., 2019). Thus, different
approaches of HR support healthcare system to redeem condition in the healthcare sector.
Evaluate significance of HR policies in the Indian Healthcare System in respect of declining
markets and innovations
HR management is considered success factor for all sectors in which healthcare sector is
considered bit complex because there are lots of factors that can be managed by only a healthcare
management team. For example, healthcare companies have to manage people in the workplace
while keeping focus on client satisfaction rate. Without people management, healthcare
companies cannot offer best outcomes to the client. Indian healthcare system is going to change
by and by accordingly client’s needs and government pressure (Bombiak, 2019). Even these
companies have to keep flexibility in their healthcare policies because Indian government always

brings changes in the healthcare services so that high quality care services can be received by
client. SHRM approach also stimulates by the government so that healthcare management
companies can strategically manage their functional activities in effective manner. Currently,
Indian Healthcare System is facing issue of HRM practices such as improper people
management, ineffective training session, high turnover of employees, poor delivery of
healthcare services, poor managerial expertise, in effective recruitment process etc (Papa and
et.al., 2020). Due to these, healthcare companies unable to gain high profitability and improperly
meet with market trends. SHRM policies are the great option for the Indian healthcare system to
fit accordingly market trends and innovation. There are various key HRM policies such as equal
opportunity policy, performance appraisals, safety, codes of conduct, recruitment and hiring,
scheduling etc. that helps healthcare companies to maintain employee’s wellbeing. For example,
Indian healthcare system is lacking behind good recruitment and selection policy. In other word,
management at healthcare companies recruit applicants based on the qualification without
following any selection criteria due to this applicant unable to fit at the proposed job post.
So, it will best option for the HR to follow recruitment and selection policy. According to
the policy, HR at different healthcare companies finds out need of the job recruitment then
prepare a job description for advertisement purpose. In the job description, HR can outline
required skills, competencies for the proposed job post. With the support of recruitment policy,
HR can ensure new candidates that company follow the norms (Schneider, Oppel and Winter,
2019). Then HR follows selection criteria in which it can conduct three rounds such as aptitude
test, group discussion and personal interview. these selection process supports HR to select right
applicants for the designated posts. During the selection process, HR must be straight forward
while recruiting new candidates. Thus, this recruitment and selection policy reduces training
costs. Employment policy follows by each healthcare companies which operates their business in
the healthcare sector. In the employment policy, HR can include employment legislations such as
anti-discrimination policy, codes of conduct i.e. sexual harassment, dress code, drug testing,
grievance policy etc. which attracts new talents and maintains wellbeing of employees in the
company. In addition, HRM can conduct employee orientation program for the healthcare staff.
In the orientation program, HR can give brief information to the new candidates how to perform
different responsibilities in the workplace while maintaining personal decorum. This induction
program is not only supported new candidates to work with other team members but it will

maintain individual wellbeing in the job place. Indian healthcare system is facing big issue is that
employees are not getting appropriate training session which enhance their knowledge about
medical practices which they apply while dealing with different type of patients in the
workplace. So, human resource management can conduct strategic training approach. In this
approach trainer can emphasises over urban curative care and tertiary care setting which will
support medical professionals to deliver best healthcare services to the patient. In addition, HR
can involve public health and management training as well in the strategic training session. In
this training session, HR can involve both doctors and nurses so that they can interact from each
other effectively and develops interpersonal skills. This skill supports nurse and doctors to
communicate with staff productively. Technically-oriented training program policy is the best
one policy of SHRM that supports HR to develop bridge between doctors and clients who are
poor and illiterate. According to Gahlawat and Kundu, (2019), performance appraisal policy is
the best approach for the human resource management because it will support them to bring
motivation in individuals for the job responsibility and maintains their wellbeing. With this
policy, HRM at Indian Healthcare System can influence healthcare professionals to give high
quality care services to the client and encourages them to fulfil all short-term and long-term
goals of the healthcare companies so that they can be part of performance appraisal policy
(Nayak, Sahoo and Mohanty, 2018). Such different policies of HRM supports healthcare sector
to improve quality of healthcare services and influences employees to create some creativity in
the workplace which helps healthcare companies to improve formulary and care compliance
services to the client. Indian healthcare system requires to adapt all above mentioned strategic
HRM policies that will ultimately improves healthcare companies performance, productivity and
operations in the healthcare sector.
CONCLUSION
This report has been summarized about different functional aspects of managing people
that supports a strategic approach to HRM in the Indian healthcare system. It has concluded
different policies of strategic HRM such as employee orientation policy, recruitment policy,
performance appraisal employee, employment policy, grievance policy, diversity workforce
policy etc. that can be adopted to suit declining markets as well as innovations in the context of
Indian healthcare system.

REFERENCES
Books and Journals
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Strategies for a Competitive Advantage. CRC Press.
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Schneider, A.M., Oppel, E.M. and Winter, V., 2019. Explaining variations in hospitals’ use of
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Thanikaivel, M. and Ramakrishnan, R., 2020. AN OVERVIEW ON INDIAN HEALTHCARE
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