Manager in Human Resources in a Healthcare Organization - Research Paper Example

The fundamental objective of a personnel manager is to productively guide the staff to the organizational goal with acute attention to the balance between demand and supply of services at optimum quality. According to Goyal (2005), proper utilization of human resources with adequate attention to the dignity of the workforce is an essential requirement for the long-term survival of service-providing organizations (p.94). The motivational attempts of the manager to lead the team with effective and beneficial approaches have great value in the successful operation of the organization.

As such, the prime factor of human management becomes the provision for maintaining competency, remuneration, and job satisfaction for employees at all levels in the hospital (Innerbody, n. d.). The HR manager of a hospital is like any other personnel manager who is responsible for the human labor employed in the organization. He has to hire, train, promote, counsel, evaluate and motivate the hospital staff apart from accomplishing the legal liabilities of the organization. . The existence of such a positively motivated group is possible only with the promotion of intercultural exposure within the organization.

For this, the HR manager has to consider the interest of individuals and promote platforms that ensure respect for their religious and socio-cultural requirements. A compilation of all these functions only can ensure the merits of uninterrupted patient care for the long term. Challenges Workforce procurement and the stable supply of adequate services are the basic challenges of HR managers in every organization, with hospitals standing no exemption. Some experts like Francis and Souza (2000thep. 221) are of the view that human resource is the most valuable asset in a healthcare organization whose mismanagement can create intensive disintegration of its well-being.

The most identical problem of every healthcare organization today is the risky combination of increasing costs, shortage of professionals, and the inadequate supply of medical equipment necessary for advanced treatment requirements. As Wilkinson, Townsend & Marchington (2009) point out, healthcare experts are scarce worldwide and as a result, many hospitals are shutting down their emergency services due to a lack of clinical staff shortage. These potential difficulties post a huge pressure on human resource management especially in rendering continuously responsible operational activities.

The present scenarios of lacking government funding for healthcare and the increasing tendency of professionals to shift from one hospital to another one make the work of an HR manager all the way tougher.