Human Resource Management plays a vital role in an organization. They manage the Human Resource Department along with the employees and the managers. An HR manager is well- acquainted with the functioning of the company as well as manages, creates, supervises and implements the necessary company policies, rules and regulations.
An HR manager plays the role of recruiting candidates, training of employees, welfare of the employees, making the workplace safe, making the employees aware of the current legislation of the company and maintaining good relationship with the employees (Dries, 2013).
Human resource management is an integral part of healthcare system. The problems faced in healthcare in USA were scrutinized and solutions were asked for those problems through the practice of HRM. Nowadays, everywhere around the world the HRM in healthcare systems are getting attention.
According to a statistics from the US Bureau of Labor Statistics in 2010, there were 71800 HR managers in the country. Even after facing challenges like financial crisis, various rules and regulations of healthcare and a scarcity of medical experts, the HR department in healthcare has gained recognition over time.
According to the American Society for Healthcare Human Resources, an HR manager is the backbone of the organization. He is responsible for providing the essential services to the employers (Beardwell & Thompson, 2014).
In the case of healthcare systems, it is important to have experienced professionals. It requires specialized knowledge to provide specialized treatments to treat the diverse ailments if the patients. The human resource manager selects and recruits the best possible candidate for the organization. She lays out the rules regarding payment and benefits for the existing as well as the new employees. The HR also makes sure that the newly recruited candidates get the labor certificates from the US Department of Labor along with work visas from US Immigration and Customs Enforcement (Dhar, 2015).
An HR manager also needs to do homework on the rules and regulations that determines the healthcare systems. This system might involve working with the hospital lawyers.
While recruiting, legal contracts with the doctors and medical staffs should be examined by the HR and other members of his team. This result in avoiding certain situations where the hospital might have to face penalties for violating laws or if there is any controversy regarding contracts (Holloway & Galvin, 2016).
A healthcare system has the requirement of trained and efficient members for adequate service delivery, minimum complaint from the side of the patient, and controlling sanction from the higher authorities. He is responsible for assessing the previous and existing employees of the hospital. He should always keep checking the performance of the old as well as the new employees. If there is any conflict between the employees and the employer, an HR should be able to tackle that and find solution to the problem (Raghupathi & Raghupathi, 2014).
Previously, the HR department consisted of the decision- making and planning portion of the facility management. Before that it included record- keeping and legal auditing. After the HR department was included in the facility management, looking into the concern of the employees became easier.
It is required to look after such matters at an early stage to avoid worse conflict in the organization. An HR manager should be able to build a strong and capable team and make proper management strategies to control the workforce resulting in a better shape of the healthcare system (Kash, 2014).
An HR should always pay heed to maintain a strong and healthy relationship between the employer and the employees (Kim, Farmer & Porter, 2013). The workforce strategy should be made in such a way that it can govern the processes required to meet the goals of the organization. An HR should have knowledge about every discipline of human resources.
Earlier it was the personnel department who gave away applications, provided the employees with insurance enrollment forms and managing the payrolls. They are supposed to carry out the administrative task. In twenty years, the role of HR department shifted to achieving business goals.
Some organization started recruiting candidates who were experienced in formulating strategies. So the term human resources management evolved from personnel administration. HRM creates solutions strategically for matters related to employment that can have an impact on the productive ability of the organization (Kramar, 2014).
To make the working environment safe and secured is the primary strategic role of all the HRM. The unnecessary hazards at the workplace like risk management or on- duty injury should be dealt with by the HR manager through strategic planning. The compensation insurance of the worker is an area where strategic plan helps in decreasing the expense of the company for covering insurance.
Training the employees on how to reduce the risk of accidents by complex instrument is another major task included under creating a safe working environment (Langabeer & Helton, 2015).
The structure of an employer’s compensation and benefits somehow determines the recognition of the organization. The decision of the HRM about an employee’s payment and benefits hampers the relationship with that employee and it can also disturb the recruitment process of the company.
Condition of labor market, job satisfaction, shortage in workforce and budget crisis is some of the factors that might be considered in the strategic plan of the HRM for an employee’s payment and benefits. There is another part in strategy that includes the ability of the employer to satisfy the workforce as well as the company’s stakeholders (Snell, Morris & Bohlander, 2015).
An HRM’s strategic role regarding training of employees and their development motivates the workforce to cope up with the future positions in the company. Performance evaluation, succession planning promotion- from- within policies is some of the key roles of an HR manager. It is necessary to train and develop the employees for their motivation and improving retention.
Recruiting and selecting the suitable candidates is a part of employee relations. Therefore an HRM should combine both the recruitment and selection of the employee with the factors of employee relations. Blending the employee identification program with the promotion- from- within policies is very helpful in motivating the employees with an amalgamation of the employee relations and some area of HR (Weaver et al., 2016).
According to some HRM, strengthening the relationship between depends totally on the employee relations area of the HR department. But the employee relation is such a vast part including safety, salary, training, benefits and development that to continue with this program is an important strategy of HRM.
Executing a process of workplace investigation and implementing fair employment practices are the two main components of an employee relations program. An HR should adopt the habit of solving issues strategically as well as to attract a large number of candidates through recruitment (West & Lyubovnikova, 2013).
An HRM carries out three types of functions, namely managerial, operative and advisory functions.
Managerial functions are further subdivided. In human resource planning, it is predetermined the number and kind of employees that will be required to achieve the goal of the organization. In this part, research is very important because the information is collected and analyzed to recognize the present and future needs of human resources.
Also, it is needed to forecast the change in attitudes, values, employee behavior and their impact on organization. An organization runs by having allocated tasks for its members, identified relationship, and activities which direct towards a common intention. An HR is also responsible for engaging employees in the organization through proper guidance and motivation. After all the directing, organizing, planning is done; the employees are checked and verified for their performance.
The operative functions include recruitment and selection of candidates which creates an opportunity for fresher’s employment. The nature of work is defined according to the experience, skill and qualification of the candidate. The training and development help the employees to get a better knowledge of the job to work efficiently.
An HRM also decides the salary scale for different types of jobs. It is the function of the HRM to do proper research on the employee’s background, wages, promotions, etc. (White & Chao, 2014).
Advisory functions include giving relevant advices to the top management and the head of the departments. The advice is given to the top management regarding programs, procedures and policies. He also advices the head of various departments regarding performance appraisal, training, placement, selection, recruitment, job design, manpower planning and job analysis.
According to me, the main function of an HRM is the operative function. This is because, as the pillar of an organization he should perform the basic duties. The basic or primary duties include recruitment of new candidates, designing the work structure in an organization, employee performance appraisal, employee training, maintenance of the organization, salary and wage administration, looking into the welfare of the employees, relationship with the labors, doing personnel research and keeping personnel record.
These are really important for operating the system at health care field. Out of all the ten functions under the operative section, recruitment and selection is the most important. In a health care system, if the selections of employees are not done properly then that will have a bad impact on the health of the commoners.
Recruitment of employee is followed by designing and analysis of jobs. If the new employees are not explained their job role properly it will become difficult for them to react in a particular situation. Training and development is connected to designing of the job structure. An employee must be given proper training about his work to avoid unnecessary problem in the workplace (Sparrow, Brewster & Chung, 2016).
Conclusion
From this assignment it is concluded that the process by which a health care system brings the people and the organization together to meet with each others’ goals. Through HRM, the health care system tries to gain the best possible from the people after winning their cooperation. This assignment looked into the healthcare system from a global point of view and the effectiveness of HRM for the betterment of patient health and health care services.
There are varied crucial factors that affect the practice of health care and HRM. This assignment focused the requirements of HRM in the health care systems and how that can be improved. The challenges faced in USA were examined with scope to overcome those problems by implementing various human resource management strategies and practices.
Reference
Beardwell, J., & Thompson, A. (2014). Human resource management: a contemporary approach. Pearson Education.
Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, 419-430.
Holloway, I., & Galvin, K. (2016). Qualitative research in nursing and healthcare. John Wiley & Sons.
Dries, N. (2013). The psychology of talent management: A review and research agenda. Human Resource Management Review, 23(4), 272-285.
Raghupathi, W., & Raghupathi, V. (2014). Big data analytics in healthcare: promise and potential. Health information science and systems, 2(1), 3.
Kash, B. A., Spaulding, A., Johnson, C. E., & Gamm, L. (2014). Success factors for strategic change initiatives: A qualitative study of healthcare administrators’ perspectives. Journal of Healthcare Management, 59(1), 65-82.
Kim, J. Y., Farmer, P., & Porter, M. E. (2013). Redefining global health-care delivery. The Lancet, 382(9897), 1060-1069.
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), 1069-1089.
Langabeer II, J. R., & Helton, J. (2015). Health care operations management. Jones & Bartlett Publishers.
Snell, S. A., Morris, S. S., & Bohlander, G. W. (2015). Managing human resources. Nelson Education.
Weaver, C. A., Ball, M. J., Kim, G. R., & Kiel, J. M. (2016). Healthcare information management systems. Cham: Springer International Publishing.
West, M. A., & Lyubovnikova, J. (2013). Illusions of team working in health care. Journal of health organization and management, 27(1), 134-142.
White, W. D., & Chao, S. (2014). U.S. Patent No. 8,799,023. Washington, DC: U.S. Patent and Trademark Office.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.
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