Nobody downloaded yet

Human Resources-Benefits - Essay Example

Comments (0) Cite this document
Human resources-benefits Marcus (2011), in his article, argues that the concept of pay-for-performance has revolutionized the health care industry and has brought radical changes to the quality of health care in the United States. The Affordable Care Act of 2010 has paved the way for the new program, the Hospital Inpatient Value-Based Purchasing Program (HIVBP), which has been instrumental in paying hospitals based on the quality of health care rather than the quantity…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER97.1% of users find it useful
Human Resources-Benefits
Read TextPreview

Extract of sample
"Human Resources-Benefits"

Download file to see previous pages There have been many efforts to implement pay-for-performance programs in the health care industry ever since 2003. However, these incentive systems in the past either focused on outcome measures or process measures in healthcare. While the outcome measures rewarded health care providers based on the health outcomes of patients the process measures assessment took into account whether the hospitals have followed the recommended clinical guidelines. As such, both these measures had their own drawbacks. On the other hand, the advantage of HIVBP is that it follows a mixture of both outcome and process measures. The author also advocates that the salient feature of HIVBP is that it rewards hospitals based on improvements upon their past performance. As a result, the hospitals need to improve the quality of their healthcare to compete against themselves rather than against their competitors. One of the major drawbacks of the previously employed outcomes measures was that it failed to accommodate such acute health care centers where patients with least chances of survival were treated. As a result, mortality rates in such hospitals grew higher than hospitals that treat comparatively healthy patients. Thus, the incentive system of rewarding hospitals based on outcome measures proved to be unfair and the introduction of HIVBP could effectively address these drawbacks of earlier reward systems in healthcare. Similarly, HIVBP also seeks to reward hospitals based on process measures such as adherence to certain standard practices of healthcare. The HIVBP also has provisions to bring about timely revisions to its standards by continually adding more of relevant process measures assessment indicators. However, the HIVBP Medicare has its own limitations too. As HIVBP incentive system rewards both achievement and improvement it is easier for high performing hospitals with lots of resources to get rewarded compared to low performing hospitals that lack both resources and infrastructural facilities. There is also the danger of hospitals turning their face away from hard-to-treat patients. In spite of these shortcomings, the author argues that pay-for-performance programs will reward quality over quantity and that the current Medicare program (HIVBP) is competent enough to address most of the shortcomings of the previous incentive systems in the healthcare system of the nation. Marcus’ article on the concept of pay-for-performance has larger implications on the healthcare benefits of the workforce of the nation. It is sure that the passage of the Affordable Care Act would bring about a radical restructuring of employer-sponsored health benefits in the United States. Researchers such as Singhal, Stueland & Ungerman (2011, p. 2) predict that “overall, 30 percent of employers will definitely or probably stop offering ESI in the years after 2014.” The authors also pinpoint that Employer Sponsored Health Insurance will pave way for other benefit offerings or higher salaries which will be more beneficial for the employers. The researchers are of the opinion that most of the employees will continue their jobs even if the employer stops providing ESI. On the other hand, every employee will be seeking for ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“Human Resources-Benefits Essay Example | Topics and Well Written Essays - 750 words”, n.d.)
Human Resources-Benefits Essay Example | Topics and Well Written Essays - 750 words. Retrieved from
(Human Resources-Benefits Essay Example | Topics and Well Written Essays - 750 Words)
Human Resources-Benefits Essay Example | Topics and Well Written Essays - 750 Words.
“Human Resources-Benefits Essay Example | Topics and Well Written Essays - 750 Words”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document
Human Resources
...? Human Resources Table of Contents Introduction 3 Human Resource Planning to determine the desired staffing position for Twinkle Toes Two 3 Job Analysis for designing the specific jobs 4 Job Analysis for the position of Receptionist 5 Job description of a receptionist 6 Recruitment and Selection Process 8 Training and Development Program 9 Conclusion 10 Reference 12 Introduction The project brings forth the conditions in the local childcare centre named “Twinkle Toes Two”. The idea to develop the childcare centre is born out of the fact that there is a high demand for full-day childcare in the town and also the previously established centre named Twinkle Two was...
8 Pages(2000 words)Essay
Human Resources- Compensation and Benefits
...of the HR particularly the Compensation and Benefits Manager Human resources management (HRM) plays a pivotal role in the operations of an organisation. Basically, HRM is defined as a “system of philosophies, policies, and practices that affect the people who work in the organization. It includes activities related to staffing, training and development, performance review and evaluation as well as compensation,” (Jackson et al, 2001, p. 242). In this particular case, the Compensation and Benefits Manager’s main role are concerned with reviewing and evaluating performance as well as compensation strategies that are in place within the organisation. The aim of this is to...
12 Pages(3000 words)Essay
Human Resources
...? Human Resources Human Resources What benefits for employers and employees are associated with the implementation of flexible working arrangements within an organisation? Discuss where resistance to flexible working might come from and why? What might be the other barriers to the effectiveness of flexible working practices and how would you overcome them? Before discussing the benefits of implementing flexible working arrangements, it is necessary to present its different types first. Schaefer talks about four types of flexible working arrangement (2005). The first type is the flex time where the employees are presented a range of...
4 Pages(1000 words)Essay
Human Resources- Benefits
...? Human Resources - Benefits        Affiliation     with more information about affiliation, researchgrants, conflict of interest and how to contact Human Resources - Benefits Part 2: Statement of the issue Microsoft is popularly recognized as a leading company for offering one of the best and most inclusive compensation and benefit packages in the country. Microsoft provides compensation as well as benefit packages to its employees to an above average limit. But considering the past five years, it can be seen that many benefits have been cut short. One of the main...
7 Pages(1750 words)Essay
Human Resources
...? 05 December Human Resources: Key Women’s Issues Workplace in the contemporary age has diversified in all respects that include but are not limited to the culture, religion, ethnicity, and the gender of the workers. As a result of this, the challenges for human resources managers have increased manifolds. Women make a significant portion of the workforce in the present age. A considerable amount of challenges occur because of the issues of the women. Of the whole range of issues of women that they experience at the workplace, some of the issues that have been discussed in this paper include the need to strike a balance between the work and family, pregnancy, pay equity, discrimination, and glass ceiling. The needs and demands... lesser than...
6 Pages(1500 words)Research Paper
Human Resources
...? How Staffing Factors Contribute To Poor Employee Performance How Staffing Factors Contribute To Poor Employee Performance More often than not, Human Resource Managers have to deal with workers who do not perform to their expected standards (Marchington & Wilkinson, 2006). The performance of workers could be affected by several factor with some related to the external environment while some are related to the internal working environment of the employees. In the manufacturing industry such as the one involving the assembling of tuning devices that are fitted in cell phones, the HR manager expects more care and attention to detail because any sign of incompatibility could cost the company its fortune. In...
3 Pages(750 words)Essay
Human Resources
...? Task P1) Personnel management represents the managerial function of estimating and ifying human resources requirements for attaining organizational goals. Personnel management can be categorized into two based on function: operative function (activities linked to procuring, compensating, developing, and utilizing an efficient work force. Human resource management represents the function within an organization that centres on recruitment, availing direction for individuals working within the organization, and management of employees. Effective HRM allows employees to contribute effectively and productively to the overall success and attainment of the organization’s goals...
15 Pages(3750 words)Essay
Human Resources
...Human Resources Human Resource has become an indispensable part of the organisational culture of contemporary times. Its importance could not be undermined by anyone. Human resource is theoretically that part of the organization that takes care of the staff and the labour aspect of the business. It includes the recruitment, firing, agreements, and payment conditions amongst other things. According to Wikipedia, the definition is: "Human resources have at least two meanings depending on context. The original usage derives from political economy and economics, where it was traditionally called labour, one...
16 Pages(4000 words)Essay
Human resources
...Your full September 8, Human Resources The three persons I interviewed for this assignment included my father, my brother, and my neighbor. My father and brother work in different companies and they have different perceptions about HR too. My father stated that his HR department dealt with all the issues related to employees the most important of which was conflict resolution. According to him, his company’s employees very often entered into conflicts with the management and thus the HR department very much focused on the job satisfaction of employees. For this, its main role was to provide the employees with benefits, allowances, rewards and bonuses after performance appraisal. He also...
2 Pages(500 words)Assignment
Human Resources
...Management Part Human resources are very important to an organization to the point that they are referred to as the most important asset in the organization. One of the reasons behind this is that they determine the profitability of the organization through their work as they are involved in doing the tasks that would propel the organization to the height that the management wants to realize. They may also represent a competitive advantage for an organization if the management of an organization undertakes its mandated role of establishing a satisfactory working environment that ensures that the employees are satisfied with their jobs which increase the probability of them being motivated. Here, the...
8 Pages(2000 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Let us find you another Essay on topic Human Resources-Benefits for FREE!
Contact Us