Article 1: HRM and its effect on employee, organizational and financial outcomes in health care organizations
For the given study the subject of human resource management is chosen, on which 5 articles has been selected. Annotated bibliography of five relevant journal articles will be done, which will mainly focus upon theories of Human Resource Management and the ways that are implemented to motivate employees at work places. Summary of the theories that are used in each article will be mentioned alongside with the research methods used for the same.
The challenges that are faced by the employees due to low motivational factor and high stress level at workplace will be given special focus for each chosen article.
Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R.J. and Van Beek, S., 2014. HRM and its effect on employee, organizational and financial outcomes in health care organizations. Human resources for health, 12(1), p.35.
Key words: HRM, Health care, Job satisfaction, Financial outcome, Organizational outcome, Employee outcome, Net margin, Client satisfaction, Sick absenteeism
The given article attempts to improve techniques that can be implemented in Human Resource Management department within an organisation for improving performance level of employees. Relevant findings are added
from the existing literature which can help to improve the financial and Healthcare performance of an organisation. Special focus is also given to ensure that high employee performances are related to greater level of job satisfaction. The method used for the given study is the use of unique data sets based on ActiZ benchmark in Healthcare. Essential data are therefore being collected from 162 organisations in Netherlands. Survey has been conducted from 61,000 individuals, 42% response rate was obtained. Essential financial data are also collected for monitoring the financial performance. The major findings of the article suggest that HR practice in an organisation is directly related to financial outcomes, which indicates the net profit margin; organisational outcomes, which indicates the client satisfaction rate; and performance outcomes, which indicates the job satisfaction rate of employees. It can also be noted that that level of job satisfaction is related to the health status of employees. Hence, from the findings of the given article it can be concluded that high level of job satisfaction is directly related to health status of the employees and financial outcomes of an organisation.
It can often be said that with better level of job satisfaction it is possible to achieve higher organisational performance. The mental and Physical health status of every employee is highly important as it decides on the level of performance level and skills that are improved with time. This relationship between HRM performance and organisational performance is highly essential to understand that contemporary issues in a business organisation. High performance of employees is an important function of market position of an organisation in the contemporary period. It is also one of the important ethical duty of every organisation to ensure proper physical and mental health are maintained by every employees. Hence, from the findings of the given article it is possible to establish effective relationship between the health status and financial outcomes of employees in an organisation. It is also essential to timely collect information about the performance level of every employee This will help to highlight upon the causes of poor performance.
From the findings I will be able to incorporate new methods of financial startegies that can help in the process of job motivation for the employees. It will therefore be possible to implement better sustainnbility at workplace.
Article 2: Determinants of job motivation among frontline employees at hospitals in Tehran
Zarei, E., Najafi, M., Rajaee, R. and Shamseddini, A., 2016. Determinants of job motivation among frontline employees at hospitals in Tehran. Electronic physician, 8(4), p.2249.
Key words: job motivation, work motivation, frontline employee, teaching hospital
The given article has attempted to determine the motivational factors that affect Frontline employees in ShahidBeheshti University of Medical Sciences (SBMU) in Tehran, Iran. Investigators had used the method of cross sectional study in order to collect information from 300 employees of the hospital in the form of random sampling method. Questionnaires was framed, which consisted of 42 survey questions within the 7 domains of motivational factors. The analysis of the collected data was done in the form of independent sample T test and SPSS software was used for the same. From the findings of the given data it is possible to establish relationship between job motivational factors and employee performance in the chosen Hospital. The Friedman test was used for establishing relationship among different parameters. From the findings of the given study it is possible to conclude that employee motivational factor is highly essential for the Frontline Healthcare workers. It is also essential to improve the communication level between the Healthcare workers in an organisation. This will help them to promote essential factors that are associated with improving health care service in a community. It is also possible for the Healthcare workers to establish a better prospect in the given sector as they are able to overcome challenges in the Healthcare career domain.
The given study has focused upon the importance of implementing effective human resource management plan in Healthcare organisation. The quality of Health Service that are provided to the society is highly dependent upon the skills and performance level of the medical professionals. Due to the higher level of challenge and stress that are encountered in the Healthcare sector is one of the major cause of Burnout experience among the workers. It is also important to note that with growing population in the society new form of challenges are often been encountered by the medical professionals. This highly increases the workload of the Healthcare workers as they are forced to work under difficult situations. Motivation is the primary factor that can help them to overcome all form of Burnout challenges and implement effective Healthcare decisions and Critical period. Communication is also another essential element for HRM in Healthcare sector. With proper communication it is possible for the Healthcare employees to gain essential knowledge about the strategies that can be implemented to overcome the rising Healthcare challenges.
Article 3: Emerging Trends of Human Resource Management
With these findings I will be able to understand the importance of the job motivation factors. I can also incorporate new job motivational strategies for the health care work department.
Dean, A.A., 2015. Emerging Trends of Human Resource Management. Anusandhanika, 7(2), p.40.
Key words: competitive advantage, skill development, human potential
The give an article has discussed about the innovative strategies that needs to be implemented in Human Resource Department. In the context of the modern business environment, Human Resource Department plays a important role in implementing competitive advantage policies. The future growth rate and sustainability factor within an organisation is highly dependent upon the capability of the employees to make most of the existing business environmental situation. In order to collect death information about the given topic, the investigator has conducted interview of the human resource managers. Secondary information are also collected from relevant journals and articles. With the help of the same it is possible to compare the changes that took place in strategy making process of Human Resource Department. The findings of the research suggest that in the modern period business organisation are implementing innovative strategies to develop upon the skills and motivation level of every employee Effective leadership theories are used in the given article to describe the importance of implementing motivational factors within the human resources department. The research has concluded that essential soft skill development programs are essential in all sectors of business. This can help the employees to swiftly acquire innovative working styles that are needed for gaining essential competitive advantage.
As the business market environment in the global society is becoming complex it is essential for every firm to focus upon innovative strategies. It is essential to blend the competencies of every employees by understanding their potential in the context of the given workplace. Employee retention is believed to be one of the key aspect in maintaining high level of performance. This can help the organisation to make full use of the human resource. As the given article has focused upon the importance of retaining skills, it is essential to conclude that recruitment strategies is the primary initial step. This can ensure that only eligible and properly skilled candidates are recruited within the workplace. The element of soft skill is highly essential in the given context of business situation, where employees inherit the ability to gain technical knowledge and awareness about the relevant field.
From the findings, I will be able to generate new skills and incorporate the habit of flexibility that is needed to deal with the change management. Soft skills can also be generated with the new HRM policies.
Article 4: HRM, communication, satisfaction, and perceived performance: A cross-level test
Den Hartog, D.N., Boon, C., Verburg, R.M. and Croon, M.A., 2013. HRM, communication, satisfaction, and perceived performance: A cross-level test. Journal of management, 39(6), pp.1637-1665.
Key words: strategic HRM; perceived HRM; communication; satisfaction; unit performance
In the given article the investigators have discussed about the importance of employee perception that plays a significant role in determining at the relationship between HR practice and HR outcomes. The given study has focused upon collecting information from 119 branches of a restaurant chain in Netherland. Employees of the restaurant are invited to participate in a survey, where 2063 individual have provided their data. The multiple level of cross sectional analysis are used to analyse the data, which are obtained from employees at different level including 449 managers. The multilevel structural equation are also used in order to analyse the HRM models that are used in the given restaurant. It is therefore possible to analyse the relationship between employees at different level within the organisation and their inter communication skills. From the major findings of the study it can be concluded that perception of the employees towards their organisation plays an important role in determining the level of dedication and potential being displayed in practice. It is therefore important for the HRM practices to change upon the perception level of employees. This can include encouraging effective communication strategies by the HRM managers, which is needed to evaluate the performance of the workers and motivate them for further improvement.
In the context of the modern Global Business Environment, internal communication within an organisation is essential for understanding the perspective of employees. Generating higher level of awareness about the organisational objective is the key element of HRM communication within an organisation. Proper standard also has to be determined which will provide the blueprint of working protocol and guideline for every employees. The future sustainability of the organisation is highly dependent upon the existing motivation level of the employees and their ability to convert every challenge into new business opportunity. From the context of theoretical perspective it is essential to develop future Framework for employee motivation, which will help the workers to overcome the challenges associated with Change management in the given organisation. The given article has been successfully able to highlight on the importance of communication within HRM that is needed to provide higher quality of customer service. However, it has not provided the advanced strategies of business communication that is needed to deal with the same.
Conclusion
From the findings I will be able to better able work as a customer care agent with in an organization to deal with the issues of customer dissatifcation.
Ashikali, T. and Groeneveld, S., 2015. Diversity management in public organizations and its effect on employees’ affective commitment: The role of transformational leadership and the inclusiveness of the organizational culture. Review of Public Personnel Administration, 35(2), pp.146-168.
Key words: Diversity management; inclusive culture; affective commitment; transformational leadership; public sector; survey research
Diversity management is highly essential aspect in the Global Business Environment of modern day, where most of the business organisations are encouraging to have highly developed culturally diverse workplace. This is believed to be an essential element of improving the talent management planning. The given article has explored the relationship between diversity management in public organisation with that of employee commitment level. The role of transformational leadership is also discussed, which is highly relevant in the context of culturally diverse workplace. Theories of HRM has been discussed as a part of the theoretical framework that are used in the HRM practices. From the findings of the study it can be concluded that maintaining higher level of diversity within the workplace is essential to improve and sustain talent within the organisation. Data for the given research what has been collected from 10,976 employees in the public sector of Netherlands. The findings also suggest that transformational leadership theory need to be implemented in order to deal with the challenge of changes that occur in the workplace due to cultural diversity.
In the context of the modern business environment, the success rate of business organisation is highly dependent upon the ability to maintain cultural and Diversity management within the workplace. The protocol for Organisational Management needs to be dependent on the ability to understand the perspective of every employee. The organisational structure needs to be framed according to the need and demand of the employee. Added to this element is the Theory of transformational leadership, which will help the management to implement changes within the organisational structure depending upon the change in the existing business environment.
The given article has not been able to highlight on the drawbacks of transformational leadership that is needed to deal with the diversity management within the organization.
I can make use of the findings of the study to improve on my cultural awareness level that is needed to improve the level of business communicaton. I will also be better able to work with all groups of people of the society.
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