Human Resource and Hospital Management - Term Paper Example

Human Resource and Hospital Management Fcility Blessed health Hospital is a medical facility in the heart of New York City Manhattan Street. The hospital started its operation in December 2001. It started as a dispensary, and it has grown significantly to become one of the renowned referral hospitals in the city. The hospital has been authorized by the Ministry of medical services as a result of its recommendable and affordable health services to patients who visit the facility. All the patients who seek medical services from the facility are safe and receive a professional handling of their problems. Among the services offered is diagnosis of various complications. We also carry out therapy after diagnosis of the diseases; additionally the hospital has a pharmaceutical department that offers all types of medications as prescribed by medical professionals. The hospital is also, of late, establishing a research center. The research center will focus on the trending medical complications such as cancer, sexually transmitted diseases and blood sugar level and pressure complications (Armstrong, 2014). The hospital is seeking to partner with other big hospitals to provide a state of art services to children medical complications. Additionally, through the agencies that provide vaccination, the facility is seeking to partner with them so that it can also take part in the vaccination process. The administrators of the hospital usually partner with medical personnel to boost the services offered to the patients and also help in motivating the professionals for better service delivery. Through the partnership and good relationship, the facility has significantly reduced the cost of health services. The human resource department of the facility has set the hospitals goals, and they measure the progress of the hospital by looking at the progress towards the achievement of the goals. The Recruiter ensures that people who are recruited to work in the facility are well qualified and possess the necessary skills. Consequently, the hospital boasts of having the most qualified medical professionals in the city. The entire staff is also highly disciplined and upholds respect and transparency of the highest level. Also, the hospital has partnered with other Agencies to provide community-based service delivery. The services offered are a give back to the society, and it includes educating the community on methods to promote health safety and free medical services to the community. The need of the patients facilitates the hospital mission. Working towards facilitating good health facilities to patients and families is the hospitals mission. It is also the mission of the hospital to ensure that research in health is enhanced and consequently create a well being to the entire community the hospital serves. The Role Of Director of The Human Resource in a Hospital Armstrong (2014) explains that Human resource department and specifically the Director is not involved directly in offering medical services to the patients. However, the role they play in a hospital setup is crucial and necessary for the patients. He further states that, The Director of Human Resource in the hospital is mandated to oversee the work of the medical professionals who offer direct medical services to the patients. Further to that, Human Resource is responsible for ensuring that the non-professionals who also have their role in the functioning of the hospital works hard to the level of expectations. Consequently, according to Bloom (2012), the efficiency and the success of the hospital are determined by the entire staff. Human resource department must ensure there is a good flow of financial resources in the hospital. No service delivery without the availability of the financial resources. It is upon the Director of Human Resource to determine when to hire and when to fire people. Hiring and firing are as a result of the finance pool available in the hospital. Similarly, Bloom (2012) states that it is a role of the Human Resource Director to ensure that the staff keep updating their credentials. Medicine being a sensitive field, medical professionals must keep updating themselves on the current issues in the field. The human resource department may also provide free training services to the staff. Human resource will double up as a form of motivation to them and also a way of enahancing the services provided to the patients (Bloom, 2012). For this reason, in a Hospital, the role of a Human Resource Director is demanding. The hospital runs for twenty-four hours in a day. For this reason, the Human Resource department must be available all the time. Summary of the interview and what in learnt from the interview One of the questions to ask the human resource is on the culture that has been set in place by the hospital. There is a necessity of enlightening the interviewees by the culture of the hospital. In any facility, culture is very essential. However, the culture set is determined by the size of the facility. Small firms have a difficulty when it comes to absorbing a culture. To understand the culture of the hospital, a person must have clear information about the roots of the facility. The culture of the business must be relating to the personality of the owners or those who established the facility. If their personalities are that of hard work, eventually hard work will be one of the facilities cultures. The next question would be on the skills or the qualities the Human Resource department will be looking for the potential candidates. In this situation, the hospital shall consider the skills brought by the employees to the facility. The set goals guide the skills that the employees should possess that the organization is set to achieve (Briscoe, 2011). Additionally, the working conditions and the assets available shall also determine the kind of skills required from the possible candidates. My third question would be on career progression. Whether the hospital human resource Department works on ensuring that the staff updates their credentials. Credentials will also determine how his facility praises and reprises their staff. In the case of career progression, the criteria applied to determine it would be of much interest. Whether the facility offers training services to their workers to necessitate, the betterment of the services offered to the clients is also an important aspect to know. Further, this helps in the motivation of his staff, and they get the morale of working tirelessly and putting maximum efforts in their responsibilities. Additionally, I would be interested to know some of the problems encountered during he hiring process. Some of the companies tend to lose qualified employees as a result of using a hostile and unfriendly recruiting process. To some extent, an interview is an emotional process. The candidate must feel the professional nature of the facility, in the end the candidate must have a sense of self-worth. To some extent, one should feel proud of being interviewed by the hospital human resource department. At the end of the interviewing process, the applicant should be enthusiastic about working with the facility. The interview should evoke in him the sense of longing to work with the team. Good interview process helps to create a sense of goodwill, and if it happens the candidate succeeds to be a valuable team player. The question of strengths and weaknesses of all the candidates should be of great consideration. It is undisputable fact that all human beings possess strengths and weaknesses. However, the uphill task is identifying them. Employees who have already identified their weaknesses and strengths have an upper hand to deliver to their best. However, the interviewer should help the candidate to identify their weaknesses based on their personalities. A single answer or lack of clear insight of pros and cons should not disqualify a candidate from getting a job. Difficulties emerge since new strengths, and weaknesses randomly emanate in the life of a person. Interestingly, each career will come with their strengths and weaknesses. Additionally, moral values and professional ethics of the interviewee is greatly considered by the facility. Every career has its professional ethics. Of interest is that medicine requires the professionals to follow up the numerous ethics in the field. Moral values can be included in the culture of the facility. However, ethics is independent, and they are applicable in all culture setups. They are applied across the board and uniformly by all the people who practice medicine. Lastly, according to the human resource department director, one challenge he has encountered during his years of practice is the question of credibility. People are gifted with pretense and dishonesty.. Additionally, some goes to an extent of even faking their academic qualification documents. Further, some will try to seek favours from the human department with a promise of corruption. However, the Director has never entertained any form of favoritism or corruption in the recruiting process. Honesty and transparency should always prevail to both the human resource Director and the potential candidates. Areas of concern identified by the interviewee and ways to address those issues. There lacks a clear stipulation of the culture in many organizations. However, the issue can be addressed by identifying the motive for the establishment of any facility as explained in the article by Briscoe (2011). Additionally, the personalities of the owners determine the culture. Culture is essential in the smooth running of any facility. Similarly, the issue of staff progression was a bone of contention. There lacks a clear outline on how staff are progressed from one post to another. However, to solve this problem, there must be equality in appraising remuneration. The strength of individuals credentials should not be the only factor, experience, hard work, and loyalty should be considered (Briscoe, 2011). The issue of credibility amongst the interviewees was also an area of concern. Most of the potential candidates lacks honesty and transparency. Some will not reveal their true characters until after prolonged interactions with them. However, this problem can addressed by the human resource partnering with government agencies to determine the credibility of the academic qualifications (Cazzaniga, 2015).The interview process should focus on oral interviewing of the candidates, and answering questions through writing. Consequently, it will reveal the true character of the interviewees. The last issue raised by the interviewee is lack of clear identification of strengths and weaknesses of the potential candidates. Majority cannot identify what they can do best and what they cannot do. The problem is because many people tend to distinguish their strengths and weaknesses when they are involved actively in a specific career path (Schneider, 2011). Ways in which nursing could collaborate with HR to achieve short and long term goals Nursing can collaborate with the human resource in the coordination of the patient services. One of the facilities long-term goal is to ensure providence of better medical services to all patients who seek their services. Teamwork is important since unless nursing personnel interferes it may be hard for the human resource to know some of the details of a patient. Another area they can collaborate is setting the culture of a facility. Things to avoid may include absenteeism, lateness and even absorbing the duties. The rules and regulations to be followed should are set by both the nursing department and the Human Resource department. To enhance honesty and trust in their clients, there must be consistency of services delivery. Efficient service delivery is one of the short-term facilities goals. On the boosting morale of the staff, the nursing department head must highlight to the Human Resource department what they would like the facility to do for them (Rozenblum, 2012). They should also raise any issue that arises that may derail their services delivery to their clients. Additionally, one of the long-term goals of the facility is to provide community-based giveback to the community initiatives. The programs facilitated by teamwork between the nursing and Human Resource. Medical personnel are the one who knows common problems affecting a certain community. Additionally, they are the ones who will be involved actively in the community-based programs. According to Cazzaniga (2015), the work of the Human Resource shall be to facilitate and fund the projects to completion. Similarly, the facility aims at boosting research on trending issues in the medical field. Medical professionals who have the necessary skills to conduct research must partner with the human resource for funding. Research will improve service delivery since the facility will be able to treat all trending diseases. Additionally, most of the people seeking medical services today are the people suffering from the deadly complications. Through the research, revenue will also increase significantly. Lastly is collaborative management. All staff should take part in the management of the facility. Their views and considerations not ignored. Consequently, this creates a sense of belonging by all the stakeholders, service delivery also improved, and the hospital will eventually become the world class hospital. Nursing department should also aid the Human Resource in recruiting the staff they require and the skills they should possess. Training of the staff should also involve both the staff and the Human Resource department. Conclusion When there exists a responsible and effective Human Resource department, with a qualified director who has the interests of people in the heart, health care will improve. Human resource is a crucial department in the facility though indirectly involved; their impact felt considerable. According Cazzaniga (2015), more policies and strategies should be enforced to ensure that human resource is effective and has the necessary powers and might conduct their responsibilities. However, transparency, honesty, and diligence should be upheld by all human resource personnel. Rozenblum (2012) argues that here should exist a collaborative management between the nursing department and the Human Resource department to improve the services offered to the patients. In order to realize the short and long-term goals, every person must be involved. References Armstrong, M., & Taylor, S. (2014). Armstrongs handbook of human resource management practice. Kogan Page Publishers. Bates, D. W. (2012). The patient satisfaction chasm: the gap between hospital management and frontline clinicians. BMJ quality & safety, bmjqs-2012. Bloom, N., Genakos, C., Sadun, R., & Van Reenen, J. (2012). Management practices across firms and countries. The Academy of Management Perspectives, 26(1), 12-33. Briscoe, D. R., Schuler, R. S., & Tarique, I. (2011). International human resource management: Policies and practices for multinational enterprises. Routledge. Cazzaniga, S., & Fischer, S. (2015). How ICH Uses Organizational Innovations to Meet Challenges in Healthcare Management: A Hospital Case Study. In Challenges and Opportunities in Health Care Management (pp. 355-361). Springer International Publishing. Schneider, E. C. (2014). Hospital quality management: a shape-shifting cornerstone in the foundation for high-quality health care. International Journal for Quality in Health Care, 26(suppl 1), 1-1. Rozenblum, R., Lisby, M., Hockey, P. M., Levtzion-Korach, O., Salzberg, C. A., Efrati, N., ... & Bates, D. W. (2012). The patient satisfaction chasm: the gap between hospital management and frontline clinicians. BMJ quality & safety, bmjqs-2012. Interview Questions 1. Briefly explain to me on the culture you have set in your hospital, why is it necessary for employees to absorb the culture? 2. What do you look for your potential candidates? 3. Do you consider career progression when hiring your staff? How do you handle career progression and administration hierarchy progression? 4. Since you started working for this hospital as the director of Human Resource, which are the challenges you have encountered during your hiring process? 5. How do you handle confidentiality of the interviewees pros and cons? Which measures do you put to ensure confidentiality of your employees and the facility? 6. Which work ethics and morals do you expect your employees to possess? Which criteria do you use to determine their qualification? 7. From your experience as the Director of Human Resource of this hospital, is there any instance interviewees credibility issue have ever faced you? Do you follow up the newly recruited employees to ensure they are worth it? 8. After recruitment of your staff, do you follow up and train them to instill the necessary skills and knowledge to enable them perform their responsibilities effectively? Read More