Efficacy of Human Resource Management in Modern Health Care Systems - Coursework Example

Health Sciences and Medicine Health Sciences and Medicine Inserts His/her “The Efficacy of Human Resource Management inModern Health Care Systems” Introduction: With the evolution of diverse health care systems globally, more focus is being directed towards human resources management (HRM) because it encompasses a broad spectrum of functions crucial to health care services. In context of health care sector, human resources comprise of different types of clinical and non-clinical staff entrusted to fulfill the responsibility of public and individual health services. However, the level of performance achieved and the amount of benefits which the system can deliver efficiently is dependent greatly upon the skills, knowledge and motivation of those professionals who are responsible for efficient delivery of health services (Bach, 2000). Trends in Health Care affecting Human Resources Management: As an HR Manager I would give special attention to responsible recruiters and efficiency trends in HR. Mostly healthcare recruiters believe that the outcome of patient satisfaction surveys is a clinical issue and not a recruitment issue. Human resource management can make significant contribution to the bottom line by hiring the right persons as it will ensure delivery of quality safe care to the patients (Kabene, Orchard, Howard, Soriano, & Leduc, 2006). Moreover, HR is at the helm of all affairs of a recruitment process and it is quite obvious that recruitment is directly linked to the overall performance of health care hospitals. Therefore, to accomplish the efficiency trend I would employ diverse human resource initiatives like internal contracting, contracting-out, performance contracts and outsourcing of services to enhance overall efficiency in a health care hospital (Kabene, Orchard, Howard, Soriano, & Leduc, 2006). HR as a Strategic Partner in an Organization: 1. Administrative services It involves managing people, policies and implementation of regulations inside an organization. In this role it is usually engaged in management of administrative matters of individual employees like leaves, payroll, insurances and other benefits (Bach, 2000). 2. Business-partner role As a business partner, HR helps different business units to implement their business models. For instance, if a certain business unit has to implement Asset Management Business Model then the task of technical implementation will be accomplished by the Assets Business Unit whereas functions of skilled development, growth and training particular to Assets capabilities will be fulfilled by the HR Department in their plans (Bach, 2000). 3. Strategic Role In contemporary times the HR executives instead of only implementing strategic activities for the organization are also part and parcel of the strategy formulation decision making. For instance while evaluating the projects each business unit might undertake in the next 5-years in conformity with the Strategic directions of the organization, HR plays a significant role in identifying whether the required human resources and skills are available for those projects or not. It is evident that based on HR departments input some projects will be accepted while others will get rejected. Therefore it will have a profound impact on the Corporate Strategic Plan and its associated analyses (Bach, 2000). Model of Human Resource Management Most Appropriate for Health Care Hospital: According to the best practice model of Human Resource Management, high performance work practices are defined as: "HR methods and systems that have universal, additive, and positive effects on organizational performance”. This definition makes this fact crystal clear that all best practices that an organization employs will prove complimentary to the previous practices thus resulting in overall high performance of the organization. The ‘best practice’ school of HRM is founded on the concept of universalism. It assumes that a certain set of practices designed for achieving the objective of high performance or high commitment will be beneficial for all organizations regardless of their context. Thus it aptly suits the requirements of a health care hospital based on its following universally accepted significant elements viz-a-viz job security, selective hiring, team-working and decentralization, high wages linked to organizational performance, extensive training, communication and employee involvement (Kabene, Orchard, Howard, Soriano, & Leduc, 2006). HR Strategy to develop Effective Relationships - Performance Management: HR can implement the strategy of “performance management” to develop more effective relationships between Human Resources and the organizations managers and senior executives. Performance management includes a set of procedures and practices whose objective is to correct any undesired patterns in employee behavior. It consists of activities like informal verbal counseling, on-the-job supervision and guidance, formal performance reviews, and devising disciplinary procedures leading to formal sanctions (Bach, 2000). Moreover, human resources professionals are continuously engaged with senior management for developing leadership training methodologies for providing employees with constructive feedback and conducting unbiased and fair assessments of employee performance. Since discrepancies within an organization’s performance management system cast a negative impact on employee job satisfaction therefore HR and organization’s managers and senior management must work hand in glove to effectively increase communication among them so that the organization is successfully able to maintain a consistent approach to performance management (Kabene, Orchard, Howard, Soriano, & Leduc, 2006). Law Affecting Human Resource Management: Apart from federal legislation, each state possesses its own employment law regulations, addressing topics like labor relations, records retention and employee criminal records checks etc. Therefore, HR professionals must have complete knowledge of employment laws to mitigate their organizations liability in all domains of HR activities. Anti-Discrimination Act: Title VII of the Civil Rights Act of 1964 prohibits discrimination against employees on the basis of "race, color, religion, sex, or national origin." According to this regulation, employers have no right to refuse to hire, dismiss from employment or discriminate against an employee for any of the aforementioned reasons. Additionally, the employer can not question an employee for making a charge of discrimination under this Act. Therefore this employment law would have a profound impact on the hiring and selection process at acute care hospital in my community as it safeguards employees against any form of discrimination during the hiring process (Benjamin). Conclusion: The quintessence of above discussion is that the relationship between human resource management and health care is extremely significant and human resources management possesses great potential to play an essential role in health care sector reform. Moreover, it is quite essential to understand that the ultimate goal of all health care is delivery of effective health services by and to the people therefore a comprehensive understanding of the human resources management issues is necessary for the success and viability of any health care program. Works Cited Bach, D. S. (2000, December 9-12). Workshop on Global Health Workforce Strategy. Retrieved from HR AND NEW APPROACHES TO PUBLIC SECTOR MANAGEMENT: IMPROVING HRM CAPACITY: http://www.who.int/hrh/en/Improving_hrm_capacity.pdf Benjamin, T. (n.d.). Laws Affecting Human Resource Management. Retrieved from Chron.com: http://smallbusiness.chron.com/laws-affecting-human-resource-management-36304.html Kabene, S. M., Orchard, C., Howard, J. M., Soriano, M. A., & Leduc, R. (2006, July 27). The importance of human resources management in health care: a global context. Retrieved from Human Resources for Health: http://www.human-resources-health.com/content/4/1/20 Read More