The HR Role in Transformational Period in the Health Care Sector in Abu Dhabi Emirate - Essay Example

The HR Role in Transformational Period in the Health Care Sector in Abu Dhabi Emirate Contents The HR Role in Transformational Period in the Health Care Sector in Abu Dhabi Emirate 1 Contents 1 Introduction 2 Health sector History & Development 2 Al Corniche Hospital background – UK based maternity hospital 4 Historical background 4 Organizational Change and Management 4 Aims and Objectives 5 Aims 5 Objectives 5 Literature Review 6 Research Methodology 7 Research Methods 7 Data 7 Primary Data 8 Secondary data 8 References 9 Introduction There are some elements of every society which define the level of social equity, social equality and quality of life. The leading factor in these variables is quality of the health care system. The importance of the health care system can be judged from the psychological impact it effectiveness creates on the common man. A sound health care system will create more support for the government and in fact for the entire system. As all service organizations, role of human resources is critical when it comes to health care systems. A satisfied work force can provide a top quality of service for patients and reduce any chances and risk of mistakes and hazards. Moreover a satisfied workforce is an integral element of an effective CRM strategy. In a very competitive society these elements are even more important. To understand this concept, it must be realized that number of patients increase by small amounts whereas new facilities sprout up every other day. Thus there is a very important relationship between sound human resource practice and successful hospital management. Health sector History & Development The recent government has taken many measures to improve the quality of health care being provided to citizens of UAE. The flag of change on this front has basically been carried by two organizations. The ministry of health in association with SEHA has taken many different initiatives to improve the health care system in UAE. There is always a primary theme behind every change process which defines the vision of change. The primary theme of health sector reforms by SEHA and Ministry of Health has been ‘standardization’. This change process aimed at standardization has three primary strategies: a - PQR: Standardization of the Health profession in the state. Definition: Personnel Qualification Requirements. (PQR) for Health Care Professionals is to ensure that all Health Processionals of the Health Authority –Abu Dhabi (HAAD) meet and maintain qualification and experience standards as required to ensure a quality health care, within University accepted health care standards. b- HAAD: A governing Body for credentialing and licensing health care licensing professionals Definition: Health Authority of Abu Dhabi HAAD is responsible for licensing, quality control, and regulating all of the health care facilities and health professionals in the Emirate of Abu Dhabi. c- Inspection Process: The achievement of JCI accreditation is accepted for the purposes of initial licensure in the specific areas covered by the accreditation process. Professional Standards, regulations, and guidelines related to Health professionals should be produced in HAAD. This functions as an inspection and quality control mechanism which ensures that changes are aimed at the long run. Al Corniche Hospital background – UK based maternity hospital Historical background Al Corniche was built as maternity hospital, with the sole purpose of providing health care to women and children. In 1970’s the time of its inception it was the only hospital providing such services on a public level. At that time the Ministry of Health operated only two public hospitals in the Abu Dhabi area. These two were the Central Hospital in Abu Dhabi city and Al-Jeemi Hospital in Al-Ain. They provided the only health care service in Abu Dhabi. However it was the vision of H.H. Sheikha Fatima, the wife of H.H. the late President of the UAE, that a specialized hospital for women should be established. This vision under supervision of Ministry of Health gave way to Al-Corniche hospital. A very important decision was made at this point to operate this new hospital using specialized hospital management practices. Negotiations ensued between the Presidential Court and Allied Medical Group Limited (AMGL) of the U.K. early 1976. The name for the hospital was changed to become “Al Corniche Maternity Hospital”. By October 1976 the first Corniche Hospital Management Contract was concluded with AGML and signed. Organizational Change and Management The management structure of the new hospital was made exactly like international hospitals operating in United Kingdom. The main change element at this level was the introduction of innovative HR practices which enabled top class services for patients. These HR practices introduced a system of continuous change with progression of new requirements on part of the hospital. Aims and Objectives Aims The aim of this study is to establish a relationship between success of health care system and role of Human resource practice in achieving this success. The study will use Al-Corniche Hospital as a study to analyze the relationship between the variables mentioned. Objectives 1) How far the health care system has developed? 2) Has this development been matched with the organization change particularly the HR leadership role? a) Emiratization b) Recruitment policies & procedures 3) What is the relationship between the organizational transformation & the HR Leadership Role? 4) Readiness of HR in implementing the change strategies, accomplishing and the effect of the transformation. 5) The relationship between the strategic change adopted and the global standardization. Literature Review The idea of a strategic shift or change was first brought forward by Alvin Toffler (Toffler, 1970). The old concepts of change described change as the period of struggle between large spans of stability. This concept however is becoming increasingly obsolete. This is because these period of stability are increasing becoming smaller and smaller (Toffler, 1970). Therefore organizations also have to constantly change their practice and make them more dynamic in order to be successful. There are two different methods of change, depending not only on impact but time spans as well (Handy, 1989). Strategic drift is gradual process that occurs either very slowly or in an insignificant manner is thus not noticed. The more radical or sudden change is called transformational change. This change is characterized by discontinuities and upheavals (Handy, 1989). There are many different models which act as key management tools in both identifying change in organizations and implementing change. PDCA is a management tool which enables managers to keep a hold on change management activities in their organization (Deming, 1986). AS the name implies there are four parts to this change process. The first part is the most essential and comprises of planning. The planning phases are immediately followed by action to make change process as quick as possible. To assure that there are no mistakes because of a fast paced change process, the next two steps of Check and Act provide a form of quality control on change process. They assure that any mistakes are corrected. Leadership has a very important role in the entire change process. The word for leaders in organizations where change is going is usually changed to change agents. These change agents have two different roles. The first role is motivator role. In this role the leaders not only defines the change process in terminologies easily understandable for the entire organization but also answer any questions and doubts. In the process the leader brings the entire workforce on same grounds; in terms of willingness and motivation. The second role in more managerial in designation, as it requires leader to control and manage the change process. Research Methodology The type of investigation is correlation in nature. The investigation will aim to establish a link between sound Human Resource practices and a transformation in health care services. The other two alternate mode of study were causal and exploratory. Exploratory studies are undertaken when there is not enough data available on a topic and aim is to pave way for further studies through exploring the topic. In this case however there is enough information available on the topic. A causal study tried to establish a definite cause and effect relationship between two variables. This study will however not try to develop a definite relationship. The study settings will be non-contrived. This is because the main mode is observation and to get real results interference must be kept to a minimal. Contrived settings are more suited for causal studies, where one variable is controlled to find a definite relationship. Research Methods The research methods for any study revolve around the data being used. The data being used for this study will be both qualitative and quantitative in nature. Therefore the research method selected for this study is mixed method. Data The data used for this study will be both qualitative and quantitative in nature. Primary Data The primary data will be collected from a series of interview and surveys, from health care officials and Al-Corniche staff/officials. The results of surveys will be quantified using different scales, whereas interviews will be used as qualitative data. Secondary data A very strong literature review will be used to support and justify findings from questionnaires and surveys. Journals, articles and books will be used to formulate this literature review. The official documents and statements released for public by Ministry of health and Al-Corniche Hospital will also be part of literature review. References Deming, E. (1986). Out of the Crisis. MIT Center for Advanced Engineering Study. ISBN 0-911379-01-0. Toffler, A. (1970). Future Shock, Bantom Books, New York. Handy, C. (1989). The Age of Unreason, Hutchinson, London. Read More