Analyze the implication on strategic human resource management of Artificial Intelligence (AI) within the UK health care sector
Write about the HRM Strategies For Organization for National Health Service.
The purpose of this assignment is to analyze the effect and implication on strategic human resource management of Artificial Intelligence within the UK health care sector. The study reflects on the HR functions and HR policy formulation within the business context. The analysis has been evaluated in this study with reference to Kurt Lewin’s Field Analysis. The UK’s healthcare market has a constant requirement for the product and is open for innovative technologies. The healthcare system in UK is divided between public healthcare system (NHS- National Health Service) and small private sector. The NHS mainly dominates the healthcare system in UK as the private health care sector is small and private insurance- based for users. NHS employs near about 1.5 million people, thereby ranking it in the top five biggest workforces in the globe. The NHS workforce play 350 different roles within this sector. The workforce in private healthcare sector of UK provide services on behalf of NHS. Recent evidences reflect that the NHS workforce has increased at high rate over the last few decades. Among the clinical staff, the total number of nursing staffs is three times that of the doctors. The non- clinical support to the clinical staffs generally makes up 25%of the total people working in NHS. Artificial Intelligence (AI) is simulation of human intelligence procedure by machines mainly computer systems. These procedures involve learning, reasoning and correction. AI can be categorized into different types such as reactive machines, limited memory, self-awareness and theory of mind. The study also provides recommendations to the managers of health care sector regarding change in management strategy (Nilsson 2012).
Healthcare system in UK requires reform in order to maintain high- quality health service free at point of care. Over the years, the funding growth has gradually decreased and has been unlikely to meet rising demand, driven by ageing population with chronic health conditions. The utilization of AI in the healthcare sector will aid deliver NHS fit for the future. Growing AI sector in UK reflects the huge potential of AI in the healthcare sector. The integration of AI in this sector might improve outcomes in NHS and eventually reduce the total cost. Adoption of AI will facilitate to enhance productivity and lead to economic as well as social benefit. Different forms of AI ranging from decision support tools to intelligent virtual assistant will aid clinicians to make diagnostic decisions and make efficient scheduling. The implementation of different types of AI in healthcare sector might involve danger of repeating past mistakes when various approach to the technological integration is needed.
AI that might change the way work is done within the health sector
The researchers have found out that adoption of AI in the healthcare sector will change the way work is done within this sector. AI will help to predict the individuals who are at risk relating to illness and permit NHS to effectively target treatment towards them. As wearables monitor information in relation to health of individuals, AI can aid to interpret information for providing people higher access to the knowledge regarding their physical condition. Recent facts reflect that one out of seven UK citizens own fitness trackers highlighting the UK’s appetite for the well- being. However, AI can utilize the data gathered on these devices for keeping people change their behavior (Compas.ox.ac.uk 2018). In addition to this, AI might enable the clinicians to recognize those people with health conditions who are probable to develop specific complications. AI can also provide health professionals access to treatment and diagnostics tailored to the individual requirement. AI algorithms with higher diagnostic accuracy to the clinicians might decrease variation in decision making quality whilst providing personalized care generally. Moreover, deployment of AI in the healthcare sector can help clinicians to attain and keep information in advance. Some of the Ai tools such as Watson can process literature alongside the patient data for aiding diagnosis and recommending various treatment options to the clinicians. Apart from this, this has huge potential in standardizing high-quality care since healthcare professionals have enhanced access to guidance as well as research Compas.ox.ac.uk 2018). The researches have pointed out that adoption of AI in the healthcare sector might also improve diagnostics with the target of decreasing morbidity and complications. Several experimental studies reflect that autonomous robots might perform better treatment than the surgeons. Integration of AI can help the surgeons to interpret anatomical data. Besides this, AI can also change the treatment of mental health conditions of the UK citizens such as depressions, panic disorders and so on. Moreover, AI can also help to reduce administrative work in various healthcare sectors and address present inefficiencies. Several research done on AI helps to predict that this can empower people with chronic disease for improving their outcomes. Recent evidences highlights that NHS has made several mistakes in the past of not implementing technology within the service transformation plans. However, the NHS must further investigate which applications of AI can be adopted in several areas according to the requirements of patients as well as staffs. They should also take into account how to integrate AI in delivering efficient system that is focused on attaining better results for the patients in future.
Change that might occur in present HR policies due to the introduction of AI in this sector
The growth of AI represents huge opportunity for the HR managers to play strategic role in the UK health care organizations. Russell and Norvig (2016) states that introduction of AI in the UK healthcare sector will help the HR mangers to improve the HR policies and practices. Training and development is one of the biggest segments where UK healthcare HR managers can utilize AI. It will help the HR managers in UK healthcare sector to assure that their workers assessment, training and development, communication as well as monitoring tools are effective. In addition to this, adoption of AI will also permit the HR team to change every areas in effective ways. This augmentation will facilitate the staffs in UK healthcare sector to improve their efficiency level and complete their work quickly.
The researchers have found out that hiring procedure are suitable for improvement in the HR management through AI. The talent management system is the data type AI can utilize for identifying best talent for the respective position. AI can help the HR managers to improve this by giving better matching individuals to the jobs, thereby permitting the hospitals to recruit right candidates effectively. Apart from this, AI can aid the UK healthcare HR managers to identify errors and generate new ideas for preventing and reducing future errors. AI can also help UK healthcare HR leaders to monitor staff behavior as well as look for market trends. Thuds, this kind of work can thereby aid to reduce compliance risk as well as turnover risk.
Recent evidences reflect that NHS in UK has been facing multi-billion budget shortfall during the last few years. Some of the key challenges also remain in making improvements in the quality as well as adoption of proper care delivery (May and Pitt 2012). The change in HR policies in UK healthcare sector due to integration of AI will have positive impact on the business strategy. This will facilitate the healthcare staffs to adopt strategy that will work on all issues and navigate the various competition bases as well as build capabilities necessary for delivering lasting value. The change in policies and procedures will help the managers of UK healthcare to implement few strategies such as building healthy environment, developing resilient communities and creating diverse business framework for healthcare providers. It will also facilitate the UK healthcare providers to improve strategies relating to quality challenges, disparities in accessibility to care, quality challenges, cost –effective patient centered solution. Even the UK healthcare system can take opportunities to work with the individuals for preventing and managing problems relating to healthcare (the Guardian. 2018). Moreover, this will also aid to improve the individuals understanding as well as control over life chances and health illness. Overall, integration of effective business strategy will aid to embed sustainability in UK healthcare system involving decreasing its environmental affect while staying within financial limits.
Analyzing how the change will affect the business strategy
Kurt Lewis developed Force field Analysis in order to inform decision-making, specifically in planning as well as adopting change management programs within the organizations (Swanson, and Creed 2014). It is one of the powerful methods of attaining overview of various forces acting on potential enterprise change problem and for evaluating their main source as well as strength (Kruglanski et al. 2012). The Kurt Lewin’s Force Field analysis assess the effect of forces which influences change in the organization. These forces are categorized into two parts- driving and restraining forces. Driving forces refers to the force that promote as well as push change. The change drivers then promote as well as motivate change procedure. On the other hand, restraining forces refers to the forces that makes change highly difficult. However, these forces counter driving forces as well as lead to avoidance of change (Shirey 2013).
Schulz and Nakamoto (2013) states that changes in workplace creates uncertainty and emotionally challenging for the employees. Changes in healthcare practice fail as doctors as well as nurses are not empowered for adjusting emotionally to the new method of working. Kurt Lewin offered three-step approach to adopt structured change in workplace. However, integrating this model will enable the staffs to psychologically recognize and sustain change. Lewin proposed that adopting structured change will support the healthcare staff to unfreeze from the comfort point. However, this will help to design the change implementation as all the staffs becomes motivated to alter their own values, explore alternatives and implement solutions. In addition, refreezing usually occurs when the change becomes established (Strategy and.pwc.com. 2018). In NHS, the change will not reach the refreezing stage as the change trends to impact the previous ones. Thus, this approach is useful to highlight how changes affect healthcare staffs emotionally and the needs that should be addressed for helping adopting the changes (Russell and Norvig 2016).
Conclusion and Recommendations
From the above discussion, it can be concluded that integration of AI will help to improve the healthcare service in the UK healthcare sector. Application of different forms of AI might help the clinicians to provide best possible care as well as making good quality care service available to all the people. This will also aid the individuals to attain information about their own health condition. It has been predicted by several researches that AI will become interdependent in the health related fields. However, it is recommended that the UK healthcare sector must develop infrastructure for data in order to capture as well as adopt data that is generated from other devices for supporting AI applications. Besides this, the HR managers of the UK healthcare sector must improve their policies and practices in order to integrate AI tools effectively. The HR mangers of UK healthcare sector should also provide training and development to the staffs, so that they can deliver the service care effectively.
References
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Nilsson, N.J., 2014. Principles of artificial intelligence. Morgan Kaufmann.
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