The Importance of Human Resource Management in the Health Care Field - Essay Example

? A Health Care Human Resource Manager Interview A Health Care Human Resource Manager Interview The importance of human resource management in organizations cannot be overstated since performance depends on the workforce and its sourcing, retention and management is the responsibility of the human resource department. Human resource management is basically charged with managing people effectively to achieve desired performance and one of the most important areas where this is appreciable is in the health care sector. Human resource management has been described as the very core of the health system (Hongoro & McPacke, 2004), and according to Healthcare Administration (2009) human resource management plays a vital role in ensuring effective delivery of health services and optimal patient outcome. This importance has however not been entirely appreciated as evidence from around the world points to a scenario where doctors or clinicians are left to manage healthcare facilities especially in developing countries where the need to professionalize human resource management is just beginning to dawn (Hongoro & McPacke, 2004). Due to the importance of human resource in the quality of healthcare provision, there is a clear need to study the state of human resource management in the healthcare sector. An appraisal of human resource management in health care can best be undertaken through an interview of a practicing health care human resource manager. This way, the background of health care human resource management, management styles, its roles and responsibilities, challenges faced and emerging issues can be discerned and a conclusion reached on human resource management in health care. The Background of a Human Resource Manager in Healthcare The healthcare sector is a unique field as it is charged with caring for people’s lives and as a result a question that usually arises for managers is whether they should have relevant background in a medical-related field (Darzi, 2009; Dwyer, 2010). While such a debate rages on, human resource management is an entirely different aspect from other departmental management systems charged with unique responsibilities that require expertise which may be lacking in medical personnel. From the interview, this view is supported as the human resource manager was a trained professional in human resource management. According to this manager, the position requires qualified personnel who understand all the tenets of human resource management from conducting job analyses, drafting job descriptions, reward management and compensation among other duties and responsibilities that do necessitate specialized and professional expertise. The human resource manager pointed that a typical background for human resource management is thus interdisciplinary; demonstrating adeptness gained from social sciences, business administration and behavioral background. Good interpersonal skills are also necessary further demonstrating the need for a professionally trained human resource manager. Human Resource Management Styles in Healthcare The management style adopted in any organization or department is crucial for achievement of success in terms of meeting organizational or departmental goals. The style of management in place depends to a large extent on the resources available, knowledge, people skills and the desired results. Human Resource Management (2011) identifies three styles of management; participatory, directing and teamwork style. The participatory style of leadership involves managers delegating duties to employees and requires a workforce that clearly understands their job roles. The directive style is a top-down approach to management which is especially important in cases where deadlines have to be met. Teamwork involves pooling of knowledge at ones disposal in a give-and-take cooperative manner. All these styles have their strengths and flaws and it is the responsibility of a manger to select the most effective. From the interview, the healthcare human resource manager practices a teamwork style of management which according to him is the best that can be adopted for the human resource docket having in mind that this is a people-based department. He identifies the fact that the total sum of expertise and experience when pooled together has a synergistic effect on what the human resource department is able to achieve. Teamwork relies on certain prerequisites in order to operate efficiently; the manager argues that employees’ goals and objectives must be streamlined with those of the department; a synchrony that allows for the achievement of both parties’ goals as employees feel valued and as integral part of the organization. Communication is also identified as key to effective teamwork besides appreciation of the efforts put by each team player. The manager identifies a setback to teamwork as its dependability on the employees to be team players for optimum functioning. The Duties and Responsibilities of a Health Care Human Resource Manager The human resource manager’s job description involves identification of need for recruitment, employee recruitment and selection, staff management and finally policy formulation. From the interview, it is crucial for the manager to forecast shortages or excesses in the workforce and act accordingly. This is important as it keeps the entire institution running smoothly without deficiencies in the number of doctors, nurses or other supporting staff. After identifying the needs, the human resource manager then conducts job analyses, drafts job descriptions, posts advertisements and selects the most qualified candidates. Staff management then involves deployment, appraisal, rewarding, staff development through training and promotions among other duties. The human resource manager also develops relevant policies including conflict resolution, staff relationships, HIV/AIDS, equality, gender equity among others. At all times, these responsibilities are discharged through teamwork hence all the employees understand all the proceedings. The Challenges faced by Human Resource Managers in Healthcare The manager identified budgetary allocations which not only reduces the operational efficiency but also hampers employee development through training as a major issue affecting the human resource department and by extension the entire health care industry. The national health care challenges including the sky-rocketing healthcare costs and the growing population that lacks health coverage and the funding cuts also places the human resource department at crossroads (Kabene et al., 2006). This is as a result of healthcare institutions being forced to seek solutions from within including restructuring and cultural changes that are mainly driven by the human resource department. Emerging Issues in Human Resource Management The manager identified the increased need for optimal employee performance at the individual level as driving his team towards seeking alternative task performance avenues that are increasingly effective amidst budgetary constraints. Here, two issues are emerging: reflective Practice and Evidence-Based Practice. The two are particularly important in healthcare as they improve the performance of employees and in turn the performance of the entire institution, ultimately bettering quality in health care provision. A background check on the two reveals that reflective practice is a form of self appraisal going through an entire scenario in which one was involved in and identifying what can be done to perform better when in a similar situation in the future (Jasper, 2003). Evidence based approach to practice involves integrating the best available evidence with own expertise while bearing in mind the needs and values of the client (Johnson and Austin, 2005). The manager encourages the two practices as they improve the quality of work from the team at his disposal and continuous systematic staff development enables the human resource department to meet its objectives. Conclusion The interview reinforces the view that the human resource department is the backbone of the health care industry ensuring that the best services are offered through expedient sourcing of qualified staff alongside staff development and management. A professional human resource manager is particularly desirable since this is a docket that involves special activities whose impact affects the entire health care industry. Teamwork is the management style of choice for this particular manger as it enables him to get the most out of his employees and requiring him to ensure that effective communication and integration of employees into the values of the institution exist. His duties involve human resource need anticipation, recruitment and selection, staff management and development and policy formulation. Some of the challenges faced include operating on a tight budget that forces the human resource manager to devise ways of restructuring while reflection and evidence-based practice are the two emerging issues that impact the human resource department. The conclusion therefore is that effective human resource management is the pillar of healthcare and a manager in this position should be equal to the task. References Darzi, A. (2009). A time for revolutions- The role of clinicians in health care reform. N Engl J Med 2009; 361:e8. Retrieved September 13, 2011 from http://www.nejm.org/doi/full/10.1056/NEJMp0905707 Dwyer, A. J. (2010). Medical managers in contemporary healthcare organizations: A consideration of the literature. Aust. Health Review 34, 514–522. Retrieved September 13, 2011 from http://www.publish.csiro.au/index.cfm?paper=AH09736 Healthcare Administration, (2009). Becoming a hospital human resource manager. Retrieved September 13, 2011 from http://www.healthcareadministration.com/what-is-the-function-of-hospital-human-resource-management/ Hongoro, C., & McPacke, B. (2004). How to bridge the gap in human resources for health. Lancet volume 364. Retrieved September 13, 2011 from http://info.worldbank.org/etools/docs/library/206847/HONGORO.pdf Human Resource Management, (2011). Is your management style effective? Retrieved September 13, 2011 from http://www.dandb.com/credit-resources/human-resources-management/ways-to-effectively-manage/ Jasper, M. (2003). Beginning reflective practice – foundations in nursing and health care. Nelson Thornes. Greater Manchester AHP & HCS Life Long Learning Project. Retrieved September 13, 2011 from http://www.communityhealthcarebolton.co.uk/SHA/LLL/resources/reflective/An%20Intro%20to%20Reflective%20Practice.doc Johnson, M., & Austin, M. J. (2005). Evidence-based practice in the social services: Implications for organizational change. School of Social Welfare, University of California, Berkeley. Retrieved September 12, 2011 from http://calswec.berkeley.edu/calswec/EB_0705_2.1_EBP_FinalFeb05.pdf Kabene, et al. (2006). The importance of human resources management in health care: A global context. Human Resources for Health 2006, 4:20. Retrieved September 13, 2011 from http://www.human-resources-health.com/content/4/1/20 Read More