The Human Resource Management in the Healthcare Industry (Research Paper Sample)

HRM in a healthcare industry
Name
Institution
Date
The importance of HRM in the healthcare industry
Human Resource management plays an essential role in healthcare industry as it enhances management and productivity. Human resource managers have to work effectively with workers, understand human behavior, and have adequate knowledge about practices and systems that enhances motivation among workers (Takeuchi & Takeuchi, 2013). Moreover, for effectively manage the workforce, the human resource department has to be well vast with technological, economical, legal and social issues that have a direct influence to human resource and effectively integrate them in the human resource management practices.
Effectively managing the human resource department can result to competitive advantage to an organization. A straightforward advantage to a healthcare organization is cost leadership. Well managed organization will be effective in provision of low costs products and having high levels of quality services (Yang & Lin, 2009). Cost leadership is realized through employees’ participation in vital decision making in the organization and initiating formal performance appraisal systems. Implementing the strategy will enhance solving employees’ grievances as well as employees’ motivation.
Another essential benefit to an organization in implementing human resource management practices is improving efficiency and effectiveness of an organization. Yang & Lin (2009), argues that effective human resource management practices though employees’ motivation enhances efficiency in productivity. Efficiency is also enhanced in productivity as little resources or no resources are wasted as workers go on strike.
It is very essential to an organization to have profound human resource practices as it safeguard production and marketing skills in an organization. Moreover, employees’ skills and knowledge are also not dispersed to other competitor organization (Takeuchi & Takeuchi, 2013). A healthcare organization that integrates profound practices in its human resource management sector will establish a long-lasting relationship with the employees and hence losing the workforce to other organizations will be very hard.
Human resource practices also have another advantage to healthcare organizations as they enhance integration of employees’ talents and deploy them at essential moments when are needed in an organization. This is usually possible after developing long term relationship with workers. As a result, the HR department has a role in establishing a long term relationship with workers and analyzes their behaviors to determine who are most appropriate to work at some sectors.
Functional roles of HRM in a healthcare HR department
The HRM plays a very essential role in the human resource department. It is worth noting that functions of the HRM are also entrusted to manager in other departments and hence it is vital to develop better communication avenues in all those departments. The HRM in a healthcare department plays several roles. Firstly, it plays essential role in staffing. Human labor is very essential even in the 21st century when technology has advanced and very sophisticated machines have resumed some human roles (Welbourne, 2009). However, human labor is still essential in operation of the machines, marketing and management and hence staffing is very important. Human resource plays an essential role in developing a staffing plan, developing hiring policies, recruitment process and selection of workers.
Another functional role played by human resource management is workers’ retention. Profound practices in human resource management practices enhance motivating workers and enhancing long-term relationship with workers. HR managers develop effective compensation strategies since it is a major factor in employees’ retention. Effective managing the workforce eliminates challenges that led many workers to leave their jobs such as challenges with the manager, poor workplace environment, and poorly fitting in organizational culture.
Human resource management also plays another role in workers’ protection. Workers consider safe environment to work and hence health organizations sets rules and regulations to ensure workers safety (Welbourne, 2009). Unions and federal government have set working standards and gets into contract with organizations to ensure that they are safeguarded against health hazards and other human related issues. Human resource managers in health organizations familiarize themselves with workers protection standards and formulate strategies to attain them.
Another role of the HRM in healthcare is enhancing communication in all departments and among workers. Human resource managers develop good communication skills and integrate them in the practices. Consequently, the general management of the organization benefits from the HR department through the excellent management and good communication skills.
Characteristics of an effective healthcare HR department
Effective healthcare management department is very essential in enhancing production. Failure in the department leads to failure in other departments as well and if appropriate actions are not taken in time. An effective healthcare management is well integrated with other management departments. It is not easy to manipulate the department and its impacts are witnessed in all other sectors. Such a department has a well designed program that enhances data integration, analyses and the user experience that is well integrated in overall organizational management of the organization.
Another characteristic of an effective HR department is well integrated professional network that is structured to achieve good business outcomes. Such HR departments also work extremely hard to build, sustain, and deploy professional networks in the organization. Lermusiaux (2005) argued that professional networking in an organization is manifested in routine organizational practices benefiting the organization. These networks in a healthcare organization are created, maintained and deployed where are needed to protect the organization from management risks.
Effective strategic HRM is usually well integrated with the administration. It is pretty hard for an organization to deliver effective HRM practices if it not inextricably intertwined with the administration. Although the department should be intertwined, it has to be independent in making decisions but liaise in seeking information essential to workforce management (Lermusiaux, 2005). Integration of the department with the administration should be manifested in sectors such as data transfer, data analyses, and business rules. Forming ...