Human Resource Management Overview

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Human Resource Management Overview

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Human Resource Management Overview

According to (Fallon, Fallon Jr & McConnell, 2013), one of the roles of human resource management in health care is to ensure that its human resource department is being managed well for purposes of efficiency and quality health care. This role will look into hiring qualified employees who are fit to fill in the vacant positions in health care field. They will train the staff either clinical or non clinical and manage them according to the workload and timing in the health care service. They will also ensure that the staffs are delivering their services as required. This will ensure that the health care provided to the community is the best and as per the services required.

The human resource management has a role in making sure that health care has sufficient funds to operate. When finances lack, it becomes hard for health care system to operate because they will only afford few employees. Sometimes they might lack the needed hospital machinery to operate. There will also be qualified practitioners resigning or migrating to other areas where they will earn better pay. It will lead to poor delivery of health care services to the community. Thus the role of human resource management in making sure that there’s financial stability in health care is very important. (Fallon, Fallon Jr & McConnell, 2013)

Another role that (Fallon, Fallon Jr & McConnell, 2013) shares is that human resource management is supposed to look into is making sure that the hired employees have the tools required for them to do their work properly. This is a very essential role because without these tools, the employees will not be able to work according to their best level causing fall in the health care system. An example is when medical tools like medicine, antiseptic and surgical equipments are not available, the doctors, nurses and surgeons will be forced to perform their work poorly and with uncertainty. Some other tools that are necessary include beddings for in patients, stationary and computers.

The role of human resource management in health care is to recruit employees. The human resource management should ensure that all the employees recruited or hired are qualified and have the required skills to work in the health care field. They are also required to ensure that the newly recruited employees have legal work permits, visas and certificates to work for health care. They should also give their opinion on matters pertaining the salary and benefits for the new and existing employees.

As shared by (Fallon, Fallon Jr & McConnell, 2013), finance plays an important role in recruitment and staffing sufficient employees. Without the sufficient funds, health care will not be able to recruit the needed employees but hire those they can afford within the budget. Thus the human resource management should be able to allocate the money required for recruiting and staffing in the financial budget.

Another key role of human resource management in health care is to make sure that there are active rules and regulations that run the health care system and it’s employees. Thus the human resource management should provide hospital lawyers for health care. These lawyers will take through the health care system with the necessary important laws that ought to be followed like the Medicare and Medicaid Patient Protection Act of 1987.

The lawyers will also be responsible with drafting contracts for the employees, either clinical or non clinical when it comes to recruitment, retention and insurance. (Fallon, Fallon Jr & McConnell, 2013) also shares that the human resource management is also obliged to look into the work of the lawyer to avoid unnecessary violations or penalties related to health care or disagreements among employees.

According to (Bratton & Gold, 2017), human resource management supports the health care field by recruiting employees. They are responsible for identifying the number of positions or slots that are vacant as well as determining the duration at which the positions should be filled. They then advertise and interview the qualified persons. After the interview, the human resource is required to hire employees who were fit or exemplary during their interview. The positions that are required to be filled in health care include nurses, Doctors, Surgeons, midwives, dentists, health care providers, social workers, community workers and other professionals related to health care.

Human resource management is responsible for making sure that there is job safety. Job safety is all about making sure that the employees working in the health care sector are safe. The human resource management is thus responsible for making sure that the employees are working in a safe environment. They should also provide training in safety; make sure that policies on injuries or fatality have been maintained. In cases where an employee has been injured while at work, the human resource should be able to work alongside the specialists in safety and risk when it comes to compensating employees. (Bratton & Gold, 2017)

(Bratton & Gold, 2017) shares that the human resource should support health care by ensuring that there are functional compensations and certain benefits for the employees. The human resource can either appoint a specialist for both or have two specialists to deal with compensation and benefits. When dealing with compensation, they should make sure that the health care employees have functional structures that can be followed up. The human resource should also come up with benefits that are fit for the employees. The most important benefits for employees in health care include; making sure that their medical expenses are covered with better insurance rates and providing better retirement benefits. for the employees should be covered.

The human resource management in health care should also make sure that employees are receiving training and acquiring skills for development. They should be able to provide the employees with training in leadership especially those who have been recently employed or promoted to supervisors. (Bratton & Gold, 2017) also shares that they should provide professional level training for employees who are venturing into new fields within health care or those interested in acquiring promotions.

For the employees who are looking into completing their college degree, the human resource should come up with programs and reimbursements that provide tuition for them. They should also motivate their employees and encouraging them to venture in studies. However, training and orientation should be given to the employees who will have been recruited so that they can transition easily in the health care field. (Bratton & Gold, 2017)

The human resource management is responsible for providing the health care services with labor law compliance. This is a function that is meant to enable the health care field operate smoothly by making sure that the employees are treated fairly, their working environment is safe. The human resource should ensure that working conditions are able to encourage the employees to promote their productivity and ensure that they are able to serve customers and bring about satisfaction and profits to health care. The staff in the human resource should have knowledge in federal and state laws that deal with employment.

Among the functions, the one that I believe is the primary function that will further health care is recruiting employees. The health care sector is very crucial and it needs employees for it to function. The human resource should be able to identify the number of vacant positions that need to be filled and the duration it takes. They should also be able to recruit qualified personnel who are fit for the job. Health care cannot operate without qualified persons because of the level of urgency and care of the patients.

According to (Brewster, 2017), human resource management has a role of selection and staffing in an organization’s strategic plan. After all the goals to be achieved are set in an organization, employees are the people behind fulfilling those goals. It is also very important to have the right employees in the right areas of work, and in terms of recruitment, finding the qualified personnel for the job is necessary. (Brewster, 2017) also shares that the human resource management is also responsible for making decisions because they are able to identify and analyze the goals of the organization. Thus they are in a better position to address and solve conflicts an organization has on its goals.

Another role the human resource management plays in an organization strategic plain is organizational development. They are responsible for knowing the status of the departments in the organization and also identifying current or up to date changes that have taken place. This thus makes them in a good position to discuss on issues concerning the organization’s development, coming up with ideas or insights on how further changes may affect the regular systems that have been set in place. (Brewster, 2017)

The human resource management have a role in training and development. Generally, a good number of employees in an organization usually have the expertise that is likely to be needed a few years from now. This thus means that the organization will automatically give its employees training. This will be required for purposes of developing the organization for the growth process of the employees and the organization as well. This will also make the human resource management come up with ideas that will assist the organization meet their goals faster.

The human resource management should also provide workplace safety. When the human resource management creates a work space that is not physically restrained from uncertain hazards, then it achieves workplace safety. The human resource management should thus come up with ways on how to manage risks and mitigate possible loses that occur during working hours that might lead to injuries and fatalities. Thus the human resource management can reduce accidents by providing employees with the training they need to operate complex machines or equipment. Should also create ways in which those injured or dead while doing their work are able to receive compensation from the organization. (Brewster, 2017)

(Brewster, 2017) also shares that providing compensation and benefits in an organization is a role of human resource management. When an organization is able to provide compensation and benefits, then its reputation and image is held with high regard. The human resource management is supposed to make decisions regarding salary scales and the benefits those employees. Thus they are able to influence the satisfaction the employees have in their work as well as the organization’s ability to hire new qualified workers.

The human resource management usually considers certain things before coming up with a strategic plan to compensate and provide benefits. They are able to evaluate the jobs present in the organization. They also look into the conditions in the labor market, the vacant positions that need to be filled and the budget restrictions in the organization. This weigh’s the organization’s ability to make a decision between satisfying its employees or the stakeholders in the organization. However, organizations with fifty or more employees can benefit from receiving a group insurance in health care. According to (Brewster, 2017), the benefit was passed in 2010 by The Affordable Care Act and commissioned the human resource management to comply or pay a responsibility fee to the IRS.

The human resource management should create employee relations. This is a very important role in strategic planning of an organization because it is meant to strengthen the relationship the employee has with his or her employer. As shared by (Brewster, 2017), this role deals with the employees salaries, compensation and benefits, their workplace safety and finally their training and development. Thus this role makes the human resource management carry out investigations and provide fair employment treatments in the organization thus helping in resolving disputes arising in the organization.

Reference

LF Fallon, LF Fallon Jr, CR McConnell. (2013), Human resource management in health care

J Bratton, J Gold. (2017), Human resource management

C Brewster. (2017), The integration of human resource management and corporate strategy




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