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role of human resources management in health care industry
human resources retention and attraction strategies
role of human resources management in health care industry
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In order for an organization of any size to be effective and efficient it must build a strong team of employees. Finding qualified personnel that are committed and motivated to grow with an organization is a hard task performed by human resource management. This management position is defined as “The direction of organizational systems to ensure that human talent is used effectively and efficiently to accomplish goals.” (Human Resource Management, 2006, p. 4) In other words, it is the job of human resource management to maintain a staff of qualified personnel that is motivated in helping an organization accomplish goals and meet their mission statement. A manager in this department is entitled to recruit, select personnel, perform extended training, develop individuals and teams, and to retain employees. The job market has brought about concerns for h.r. managers due to increased turn-over rates in almost all industries. In order to decrease this rate among organizations the human resources department has to identify the problem of retainment and use strategies to recruit and retain personnel. The health care industry struggles with retainment due to constant transformations within their employees, technology, and clientele. HSO’s are receiving less compensation from “Medicare and Medicaid programs and private insurance and managed care organization” in turn declining the amount funds the organization has to put into recruitment, training, and retainment. Human resource managers have to develop plans to fit these struggles in order to effectively recruit and retain their employees with out causing job dissatisfaction. The main goals a manager should essentially focus on during these times are employee recruitment, training and de...
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...ssful retainment the manager will need to motivate the employees into feeling like they are part of the team and generate commitment to their new employer, if done successfully employees will be more motivated to learn during their training and continuous development.
Human Resource Management. Eleventh Edition; Robert L. Mathis, John H. Jackson
Introduction to Health Care Management. Sharon B. Buchbinder, Nancy H. Shanks
Throckmorton, R. (n.d.). Recruit and select: in this market? strategic hr, Retrieved from http://www.stratgichrinc.com/articles/art_recruit.htm
Mudor, H. (n.d.). Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover. Journal of Economics and Behavioral Studies, 2. Retreived from http://www.ifrnd.org/JEBS/2%20(2)%20Feb%202011/Conceptual%20framework_on%20the%20relationship.pdf
Human Resources practices retention for the massive cost and time taken it has to replace and hire new employees. Hiring has such a high cost for the facts of ensuring all new employees meet the expectations and requirements for a business. Not only do new employees have to meet the company’s expectations but also pass employment tests, physical exams, and background checks (Nickels (290-346). They also consider consumers habits and help form solutions to meet the businesses and consumer’s needs to keep up the company up to date. (Alper (112-113). Human resource personnel also help companies evolve with new innovations. Human resources help establish future labor by helping the companies find employees that meet the new requirements. Human resources personnel also forecast future requirements for organizations that way they can ensure trained people will be on hand for the organizations (Nickels (290-346). “In the future, human resource management may become the firm’s most critical function, responsible for dealing with all aspects of a business’s most critical resource: people” (Nickels (290-346). Human resources not only has a future of importance, but its past shows its importance now. From being responsible for only one department to being in many and still predicted to grow to being in charge of many more
Health administrators across the country face the dilemma of hiring the best employees and retaining them. The industry face trends in the workforce which is making recruiting difficult, turnovers rates are high, and are resulting in high costs. The administrators are facing heavy competition between their organizations and others to the point that retention of established employees is the first line of defense.
Fred J. B. & Fottler, 2011.Fundamentals of Human Resources in Healthcare. Health Administrative Press, Chicago, Illinois. Print.
Employee turnover represents a practical problem to an organization in terms of loss of talent and additional recruitment and training cost. Only a few studies have explored the effects on intention to leave (i.e. Daily & Kirk 1992) . Therefore, the underlying process through with organizational perception leads to employee turnover remain largely unknown. I am not going to consider gender, age or race in this study. I am not going to consider individual employee titles. I am not going to study samples of over 60 people. I am not going to divide HR non-exempt employees by individual HR departments.
Economic growth and employee turnover is one of the most critical issue facing corporate leaders today. As a result there is a shortage of skilled workers. We have explored several aspects of the workforce stability. The employee retention issue continues in the face of unprecedented churning in the employment market. Human Resource Managers are provided with a wide range of tools to control employee turnover. Workforce stability can be a HR Manager’s competitive advantage in these turbulent times. This is one of the hottest topics for corporate leaders in all fields in the United States and globally.
I have managed a McDonald 's for over 11 years. There are plenty of potential problems that I deal with daily. One of the biggest issues I have to deal with is turnover. With any job turnover is bound to happen. Especially in a fast paced job with high customer demands. There two sides to this argument involve the pros and cons of turnover. Not all turnover is considered bad, however it can become very expensive if turnover rate is extremely high. I plan to approach this problem in my project my looking into ways of retaining employees and finding ways to reduce turnover. My main objective is how turnover specifically relates to employee engagement and management leadership skills.
Although there is a detectable relationship between lower levels of job satisfaction and higher turnover rates, the decision to quit one’s job rests on many different factors. Attitudes of an employee towards job satisfaction and organizational commitment play a role, but a shock to the life of an employee
Recruitment becomes a greater challenge in organizations with high turnover due to the increased number of vacancies. Nationwide, only 14% of employees feel satisfied with their jobs (Clawson & Haskins, 2011). This lack of satisfaction can...
Singh, P., & Loncar, N. (2010). Pay satisfaction, job satisfaction and turnover intent. Relation Industrielles, 65(3), 470-490. Retrieved from: http://search.proquest.com/docview/756743994?accountid=27313
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.
Fallon, L.F, & McConnell, C.R. (2007). Human resource management in health care. Sudbury, MA: Jones and Bartlett Publishers.
Fleming, & McConnell, C. R, (n.d.). Human Resource Management in Health Care, Principles and Practice
The recruitment and retention department in the health care department aims to increase the supply of needed health professionals and revitalize he current and future healthcare workforce. The recruitment and retention department is responsible for increasing interest in healthcare careers, both generally and specific areas of shortage. The recruitment and retention department aims to reduce many barriers they may have in the healthcare professionals. And finally they can make everyone’s work environment healthier.
Human resources management has long been of great significance in healthcare services. Health care is a labour intensive industry with huge workforce. Its quality is highly people-dependent. Poor manpower management in health care can lead to high economic and human costs. As such, human resources management is a core strategic function in a healthcare organization to provide the public with high quality medical services at low cost with high accessibility in the modern society.
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)