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The role of human resources management in the health care industry
Essays about ethics in healthcare
Ethical dilemmas in health care
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Human resource (HR) management is a system of activities and strategies that focus on
successfully managing employees at all levels of an organization to achieve organizational goals
(Niles, 3). The role of human resource management is that of a partnership between the human
resources department and management regardless of the organizational type. The human
resource and management partnership is unique in the healthcare industry because many
healthcare organizations have a dual administrative structure of clinical managers and health
services managers that supervise two distinct groups of employees with different responsibilities
and different training needs (Niles, 7).
Human resource management plays many key roles in the health care field. Establishment of a
legal and ethical management system, is ensuring that all employees at all levels have an
understanding of basic legal and ethical principles that affect the work environment in the
healthcare industry. Ethical behaviors, which are considered actions that are the right thing to do,
not simply what is required by law, must be addressed because the healthcare industry is full of
difficult situations that involve ethical dilemmas. It is the role of the HR department and
management to train employees at all levels regarding employment-related legislation. It is also
the responsibility of HR and management to create ethical organizational culture by providing
ethics training and codes of ethics (Niles, 8).
The HR department is responsible for performing job analyses to assess the workflow of the
organization. Job analysis is a process of determining the different tasks that are associated with
a sp...
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...ational goals.
Human resource management plays many key roles in the health care field. HR is vital when
planning quality and patient safety programs and initiatives because it will, ultimately, be
responsible for identifying thought leaders in the organization who can lead change, build new
programming with these thought leader’s expertise and ideas, then educate these thought leaders
in the scope of the new initiative, asking them to, in turn, educate those with whom they work.
REFERENCES
McNeil, Rebecca. (2012). HR’s Role in Employee Engagement. Lessons from an Award-Winning Organization.
Niles, N. J. (2013). Basic concepts of health care human resource management. Sudbury, MA: Jones and Bartlett
www.ashhra.org/about/governance/files/TLF1Summary091608
www.beckersasc.com/.../human-resources-role-in-improving-patient-safe...
The failure on the side of the HR is the failure of the entire organization because of their role as human manager. The employees in the healthcare certain know their right and limitations in their functional role and actually know when such rights are infringed by the facility. Being on the defensive by these workers, result to the consequences of the employees revolting in the form of refusal to put in their time for the facility when
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Health care is an ever-evolving field. Being a healthcare organization in the modern day means that one must keep up with the changes and strive to keep a competitive advantage at all times. In order to stay at the forefront of healthcare, an organization must rely heavily on its human capital. “Having human resources with the right skills at the right time does not happen by accident (Fried & Fottler, 2015).” Properly training and developing employees is very significant in ensuring an organization has a strong foundation. Training and development affect every role and has the power to make a company if done well, or break it if done poorly.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Job analysis helps determined selection criterion that is both legal and practical for the selection process. This process also aids in identifying and detailing competencies needed to perform the job as well as any gaps that exist between those competencies and incumbent performance, this is crucial information for training and development. The identifying of concrete standards and cataloging evaluation criteria is another use for job analysis, this can potentially aid with employee appraisals. Lastly, job analysis is critical in making reasonable accommodations for those individuals who are disabled and in the redesigning jobs
However, the author provided some basic findings to share. The most concerning topic was the reform of healthcare and its effect to HR management. People focus on not only the issue of recruiting and retention, but also how to keep the talents to provide high quality care. This is also the biggest challenge of the current HR management in healthcare. According to the one quarter survey of healthcare agencies, the biggest problems they are facing are low percentage of automated attendance solutions.
Knowledge As the healthcare industry continues to evolve nationwide, patient demands and care expectations are changing rapidly as well. With increased pressure on providers and healthcare entities to deliver care that caters to the demographic population they serve, the staff hired that represent these organizations are more important than ever. The human resources (HR) department is traditionally responsible for developing system-wide policies and procedures, supporting acquisition, training, compensation, retention, separation of staff and to assist with any labor relations concerns (Longest & Darr, 2014). However, in today’s healthcare market, recruitment and retention of a diverse, competent and dedicated staff has become a top priority
By making use of a job analysis questionnaire, as shown above, provides a way to identify job activities, behavior, task, and performance standards. Miltenberger (n.d) states, “A job analysis is a process to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job”. Therefore, the job analyzes provide a foundation for human resource management. Pynes (2013) states that some of the areas of activities that a job analysis can provide are;
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
Human Resource Management is defined as the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, 2010). A more detailed definition is given by the Society for Human Resource Management which states that “human resource management is the function within an organization that focuses on recruiting, managing, and providing direction for the people who work in the organization” (Schmidt, 2011). The role that human resource management plays is the most vital in all business organizations. This importance is easily seen in running a health care facility. Human resource in health care is important in improving the overall patient health outcomes and the delivery of health care services.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Job analysis is the process of identification and determination of tasks, responsibilities, duties, skills and knowledge required for performing some particular job in organization. Information regarding the job objectives, responsibilities, working conditions and tasks/duties to perform is related to job descriptions. Job specifications comprise qualifications, experience, skills and abilities which an employee should posses in order to meet the demands of a specific job. Documentation and analysis of job descriptions and job specifications are aimed to identify and develop the most sufficient employment procedures, such as staffing, training and development, compensation, performance appraisal, and others.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
... those roles are focusing on recruitment, employee performance management benefits, compensation, training and retention in an organization. In health care facilities the individual in charge of the Human Resources department will most likely report to one of the organization’s two top executive; the President or Chief Executive Officer (CEO) or the Executive Vice President or Chief Operating officer (COO).Most of today’s health care Human Resources function report to the top executive.
MY RESPONSE: A job analysis should include in every human resource function, because it supports the business strategy, analyzes employees’ performance, and broadcasts the future developments. This practice helps to identify the needs for specific skills, and it's a useful tool for hiring, promotion, and training. For instance, when performing an assessment, you are looking not only for a job performance, you can identify a specific behavior or areas of possible improvements. The job assessment helps to identify additional needs for enhancement or correction. There is a correlation between managers and employees, and collected data will help to determine the internal environment and how good the relationship is. For example, during training,