An effective “Human Resource Management” team is generally considered to be one of the key strengths of the various organizations in the present times considering the various issues which the majority of the organizations are facing at the current moment in terms of the management of the human resources which they have at their disposal (Matta et al., 2014). The role of the various “Human Resource Management” teams becomes even more significant in the particular context of the health care industry as the job roles performed by the employees associated within these organizations are not only equivalent to the amount of capital gained by the concerned organization but they are at the same time associated with matters of life and death (Collini, Guidroz & Perez, 2015). Therefore, it would be apt to say that the effective management of the resources, more precisely the employees which these organizations have at their disposal, becomes of paramount importance for these organizations. The “Auckland City Hospital” founded in 2001 is the largest public heath care center of the nation of New Zealand (Auckland City Hospital, 2018). The public hospital has more than 700 patient beds at their disposal and the annual number of patients which visits this particular hospital on annual basis is more than 49,000 (Auckland City Hospital, 2018). The hospital specializes in various kinds of health care facilities and has diverse kinds of specialist doctors and researchers from the different parts of the world (Auckland City Hospital, 2018). However, in the recent times it is seen that the hospital is facing various kinds of issues on the score of the ineffective management of the human resources which they have at their disposal. Some of the most common HRM issues which the health care organization is facing at the current moment are the problem of inadequate staffing, excessive workload, lack of effective training being provided to the doctors and the nurses for the performance of their job roles and others. The report will discuss about these HRM issues which the health care organization is facing at the current moment and also the way they are affected the prospects of the concerned hospital and the stakeholders who are associated with the hospital and the ways or the means which the concerned organization can take the help of to overcome these issues which it is facing at the present moment.
The health care industry is one which requires the constant dedicated hard work of the various individuals associated with them. Therefore, as already mentioned the management of these diverse entities associated with the health care organization becomes of paramount importance for these organizations (Collini, Guidroz & Perez, 2015). Some of the most common HRM issues which the health care organization “Auckland City Hospital” is facing at the current moment have already been mentioned. The root cause of the issues which the health care organization under discussion here is facing at the current moment can be traced back to the ineffective “Human Resource Management” team which they have at their disposal and the also the outdated practices which they follow for the performance of their job roles. The problem of inadequate staffing which the concerned health care organization is facing at the current thus can be traced back to the ineffective as well as outdated recruitment policies which the HRM team of the organization is using at the current moment (Hewko et al., 2015). The HRM team of the concerned organization is unable to recruit the required number of skilled as well as trained professionals for the effective handling of the work load which the concerned organization is having at the current moment and this in turn has increased the workload of the existing individuals who are a part of the concerned health care organization in a significant manner (Arnaboldi, Lapsley & Steccolini, 2015). Furthermore, the HRM team of the concerned health care organization is using outdated as well as obsolete techniques not only for the process of the recruitment of the professionals but also for the process of providing training to these professionals (De Lange, Kooij & Heijden, 2015). It is a reflection of this particular fact that the hospital under discussion here not only uses outdated equipments for the process of providing treatment to the patients who seek the help of the hospital but at the same time the techniques and the treatment strategies used by the concerned health care organization are also outdated and very traditional. Therefore, it would be apt to say that the root cause of the major problems which the concerned health care organization is facing at the current moment can be traced back to the ineffective “Human Resource Management” policies as well as principles which the concerned health care organization is using at the current moment for the performance of its job roles.
The ineffectiveness of the “Human Resource Management” team which the health care organization under discussion here has causes a wide array of problems not only for the existing employees associated with the hospital but also the stakeholders as well as the patients who take the help of the services offered by the hospital (Buchbinder & Thompson, 2010). For example, the failure of the HRM team of the hospital to recruit the required number of doctors, nurses and other important professionals who are required to provide effective care as well as treatment to the patients who take the help of the medical services offered by the concerned hospital is affecting the prospects of the concerned hospital in a significant manner (Buchbinder & Thompson, 2010). Firstly, it has significantly increased the workload of the doctors, nurses and the other professionals who are a part of the hospital (Sanders, Shipton & Gomes, 2014). This particular factor in turn gives rise to various kinds of problems namely, the existing doctors, nurses and other health care professionals associated with the hospital are thus required to work for long as well as hectic hours with the objective to provide effective treatment facilities to the patients (Sanders, Shipton & Gomes, 2014). Many experts are of the viewpoint that this particular factor not only enhances the level of stress which the professionals related to the hospital are likely to face but at the same time is likely to take a toll on their performance level (Berman et al., 2012). Studies suggests that the performance level of a particular is likely to get reduced if the amount of work load which he or she is made to handle is more than the normal standard (Berman et al., 2012). As already mentioned the hospital under consideration here gets more than 49,000 patients from the different parts of the nation and thus if the hospital is inadequately staffed then the existing professionals who are a part of this particular hospital will have to work extra hard in order to give effective treatment to this large number of patients who take the help of the treatment services offered by the hospital (Haux et al., 2013). Furthermore, various researches conducted on the nurses and doctors in the recent times suggests that when the doctors and the nurses are made to work for hour and hectic chances are high that they are likely to make errors during the procedure of the treatment which are administering to the patients than in the cases wherein they had to work for their normal shift timings (Haux et al., 2013). This in turn not only affects the confidence level of the concerned health care professionals but at the same time reduces the job satisfaction level of these health care professionals which in turn leads to the problem of employee turnover which is another significant problem with which the concerned hospital is suffering from in the present times (Andersson, Jackson & Russell, 2013). This particular factor can be explained on the basis of “Herzberg’s Dual Factor Theory”. This particular theory states that there are two kinds of factors at the workplace, firstly, the positive ones which enhances the job satisfaction level of the employees and thereby enhances their performance level (Andersson, Jackson & Russell, 2013). Secondly, the negatives one which lowers the job satisfaction level of the employees and thereby reduces the performance level of the employees (Andersson, Jackson & Russell, 2013). Therefore, it would be apt to say that the lack of adequate staffing and the resultant extra amount of work which the existing medical professionals needs to perform at the hospital significantly contributes towards the enhance the negative factors at the hospital which in turn reduces the job satisfaction level of the professionals associated with the hospital and thereby their performance. In a subtle manner it can be said that this particular factor is one of the main reasons for the high rate of employee turnover which the hospital under discussion here is facing at the current moment (Adelman, 2012).
One of the major responsibilities of the “Human Resource Management” team associated with a particular organization is to provide training to the individuals who are a part of the concerned organization (Trivellas, Reklitis & Platis, 2013). The training programs are generally of different kinds and usually depend on the needs of the organization and the objective they are trying to achieve (Trivellas, Reklitis & Platis, 2013). For example, in the present times it is generally seen that the various HRM teams are required not only to provide a primary or a preliminary training to the candidates who had just joined the organization but also various kinds of secondary and advanced training with the objective to equip them with the kind of skills and knowledge which is likely to put them on par in terms of the skill set that they have with the other to ranked professionals of the industry and also help them to perform in a much better manner (Sanders, Shipton & Gomes, 2014). The “Auckland City Hospital” also provides various kinds of on-job training to the professionals who are a part of the hospital not only at the time of their joining the hospital but at different times as per the requirements of the hospital and the recent advancement in the field of health care (Auckland City Hospital, 2018). However, it is significant to note in this particular context that the hospital provides various kinds of training to the professionals taking the help of the traditional methods and thus it is generally seen that most of the professionals complain that they are not getting the access to recent innovations in the field of medicine. This has significantly impacted the quality of treatment which the hospital under discussion here provides to the people. The hospital often has to transfer the patients suffering from some uncommon or rare form of diseases to the other advanced hospitals of the nations so that they can get effective treatment for the diseases from which they are suffering from. These in short are some of the major issues of the ineffective HRM policies as well as principles which the “Auckland City Hospital” is facing at the current point of time. These issues can be seen as the threats which are affecting the prospects of the hospital at the current moment and which if not properly taken care of can hurt the prospects of the hospital in a significant manner. Furthermore, the hospital is the largest public hospital in the nation of New Zealand with access to governmental resources and has active tie-ups with the other major private hospitals of the nation (Auckland City Hospital, 2018). This particular fact is likely to act as an opportunity for the hospital as taking the help of the governmental aid it can recruit the requisite number of professional required for the effective performance of their job roles and through their tie-ups with the other major hospitals of the nation it can get access to the expertise of the skilled and trained professional experts from whom the doctors and the nurses can learn in a significant manner (Kuhlmann et al., 2013).
The concept of innovation has emerged as one of the most important in the present day health care industry and this is one of the major reasons why the majority of the health care organizations of the present times are increasingly taking the help of this particular concept for the process of operations (Farquharson et al., 2012). The health care industry is one which requires the constant use of the latest innovations for the process of providing effective heath care services to the patients and also to discover the treatment methods or the medicines for the diseases the treatment measures for which have not yet been discovered (Farquharson et al., 2012). In addition to this particular use of the concept of innovation the various organizations related to the health care industry including “Auckland City Hospital” for the resolution of the issues which they are facing at the current moment. For example, as already mentioned the major issue which the “Auckland City Hospital” is facing at the current is the ineffectiveness of its HRM policies as well as practices. The resolution of these HRM issues is of paramount importance for the hospital as it is not only affecting the prospects of the concerned hospital but at the same time it is also affecting the health as well as the wellbeing of the individuals who are taking the help of the services provided by the hospital (Andersson, Jackson & Russell, 2013). The hospital can try to resolve this particular issue which is not only affecting the professionals who are associated with the hospital but at the same time is also affecting the patients who seek treatment at this particular hospital by taking the help of the concept of innovation not only to provide effective treatment facilities to the patients who seek their help but also for the resolution of the HRM issues which they are facing at the current moment (Andersson, Jackson & Russell, 2013).
Many experts are of the viewpoint that the use of concepts of innovation as well as creativity not only helps the individuals and the organizations to complete their tasks in a much better manner but at the same time they are likely to enhance the job satisfaction level of the individuals associated with the concerned organization (Haux et al., 2013). Therefore, the “Auckland City Hospital” can take the help of the concepts of innovation as well as creativity for the resolution of the HRM issues which it is facing at the current moment and also the mitigation of the problems which issues are causing to the hospital (Haux et al., 2013). The best option which is available to the hospital is to take the help of the concept of the “Innovative Value Chain” which is likely to help the hospital in a significant manner to overcome the issues as well as the problems which it is facing at the current moment (Trivellas, Reklitis & Platis, 2013). This is one of the most commonly used innovative strategy by the various organizations for the resolution of the various issues which they face like HRM issues, for the process of attaining competitive advantage in the international market, for providing effective services to the people who take the help of the services provided by them and others (Trivellas, Reklitis & Platis, 2013). This particular strategy consists of three phases or stages, namely, idea generation, idea conversion and finally idea diffusion (Trivellas, Reklitis & Platis, 2013). Thus, the “Auckland City Hospital” taking the help of this particular strategy at the first step will have to come up with effective innovative ideas which are likely to help the hospital to solve the HRM issues which it is facing at current moment. The important factor to take into consideration during the process of the generation of ideas which are likely to help the hospital solve its HRM issues is that the ideas generated at this particular stage should be in synchronization with the requirements of the hospital (Kuhlmann et al., 2013). Furthermore, it is not necessary that the ideas which have been generated at this particular stage have to be original (Kuhlmann et al., 2013). As a matter of fact the hospital under discussion here can take the help of the successful HRM strategies as well as policies which are being used by the other hospitals for the process of solving their own HRM issues provided they fulfill the current needs of the hospital (Kuhlmann et al., 2013). However, the important factor to note at this particular stage is that the hospital should be able to generate as many ideas as possible since this is likely to help them in a significant manner during the next stage wherein they will need to select the innovative idea or strategy which is likely to help them to resolve the issue which they are facing at the current moment (Platis, Reklitis & Zimeras, 2015). The second stage of this particular strategy is the stage where the management team of the hospital will be required to weigh the advantages as well as the disadvantages of each of the innovative ideas and strategies generated by them (Platis, Reklitis & Zimeras, 2015). Furthermore, the members of the management team will also be required to decide upon the strategy which best suits the requirements of the hospital and which is likely to help the “Auckland City Hospital” in the best possible manner to over the HRM issues which it is facing (Platis, Reklitis & Zimeras, 2015). The final stage of the strategy is the idea diffusion stage wherein the proposal of the innovative idea which has been identified as the best possible will be sent to the higher authorities of the hospital and once they provide the approval it is be put into practice (Platis, Reklitis & Zimeras, 2015).
The above discussion clearly indicates that the two major HRM issues which the “Auckland City Hospital” is facing at the current moment are inadequate staffing and ineffective training provided to the professionals. It is significant to note that these two issues indirectly give rise to the other issues which the hospital is facing at the current because of their related nature. Thus, for the resolution of the issue of the inadequate staffing the hospital as well as the HRM team associated with it needs to not only modify the recruitment and selection policies which they have been following till now for the recruitment of professional experts in a significant manner. For example, the hospital can take the help of various kinds of talent hunt programs as well as providing internship programs to the deserving students in order to get young and talented medical experts (Collini, Guidroz & Perez, 2015). Furthermore, the hospital can take the help of various kinds of interviews and examinations for the process of recruitment to ensure that they are recruiting the best candidates who are likely to add value to their hospital (Collini, Guidroz & Perez, 2015). The hospital under discussion here is a government sponsored one and therefore with the aid provided by the government it is likely that the hospital will be able to gain in a significant manner through the use of these recruitment measures (Collini, Guidroz & Perez, 2015). The second HRM issue which the hospital under discussion here is facing can be provided by providing better quality of training programs to not only to young candidates who join the hospital but also for providing advanced training to the already existing professional experts (Collini, Guidroz & Perez, 2015). Furthermore, the use of the latest technology and the innovative devices as well as treatment measures is not only likely to further enhance the skill sets of the professional experts but at the same time it is likely to help in a significant manner to provide effective treatment services to the patients (Kuhlmann et al., 2013). Moreover, the hospital can further enhance the quality of the training provided by them by trying to foster a continuous learning culture at the hospital wherein the experts will not have to wait for the training programs to learn new things (Kuhlmann et al., 2013).
The implementation of the above given two solutions is likely to take a considerable amount of resources on the part of the hospital not only in terms of capital but also in terms of human capital as well (Berman et al., 2012). For example, the strategy outlined above to overcome the issue of inadequate from which the concerned hospital suffering is likely to take a considerable amount of time on the part of the hospital since first of all the hospital will have to advertise for the national talent hunt program which it is going to organization and it will also have to outline the benefits which the winners are likely to get in order to attract the best brains of the nation to this particular event (Berman et al., 2012). The hospital is likely to require a significant amount of capital for the organization of this particular event since it will have to take care of a wide range of costs like organizational cost, advertisement cost, the prize money which will be given to the winners and others in addition to the long time which the process is likely to take (Berman et al., 2012). However, the best part about this particular strategy is the fact that it is likely to take a considerable amount of time as well as capital of the concerned hospital but at the same time this particular strategy is likely to help the hospital in a significant manner in the longer run (Sanders, Shipton & Gomes, 2014). The implementation of the second strategy which has been proposed for the mitigation of the HRM issue which the hospital is facing on the score of the inadequate training which the hospital is providing to the individuals who are associated with is likely to cost the hospital a significant amount of money as it will have to take the help of the recent technologies and innovation available in the field of health care in order to provide not only the best quality training to the professional experts but also to provide the best quality health care services to the patients (Sanders, Shipton & Gomes, 2014). Furthermore, the inculcation of a continuous learning culture at the hospital is not likely to cost the hospital any significant amount of capital as the management team of the hospital will have to motivate the individuals associated with the hospital to take the help of this particular during the process of their work (Ehnert, Harry & Zink, 2013). However, it is significant to note that both of these processes are long term ones and the success of both of them is likely to depend on the persistence of the hospital to stick to them.
Conclusion
To conclude, the role which the “Human Resource Management” team plays within the framework of the health care industry is more significant in comparison to the roles played by them in the other industries of the world. It is generally seen that the success or the failure of a particular organization depends on the effectiveness of its HRM policies as well as principles which it is following. Therefore, it becomes very important for the various health care organizations to review thoroughly the HRM policies as well as principles which they are following for the management of the human resources who belong to their organization. Furthermore, the organization also needs to take into consideration various factors like the implementation cost, resources needed, time needed for the attainment of the desired objective and other important factors before the formulation and the implementation of a particular HRM strategy. Moreover, the HRM policies formulated as well as implemented by a particular organization also needs to be in synchronization with the needs and the requirements of that particular organization.
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