Overview of HRM Policies in the Healthcare Industry
Question:
Discuss about the Management of Human Resources.
The business of the various health care organizations in the recent times has much expanded in the recent times (Folland, Goodman & Stano, 2016). It is a reflection of not only the latest developments in the field of technology as well as innovations but also in the increased number of diseases which the present day world has been exposed to due to various reasons (Chrisopoulos, Harford & Ellershaw, 2016). These health care organizations form the backbone of the various nations and serve them in a manner which no other industry does. However, in the recent times it is seen that the heath care industry is facing several problems related to the management of the human resources which forms the core of almost all the present day industries (Folland, Goodman & Stano, 2016). This particular paper seeks to focus on the concept of the management of the human resources in the health care sector.
This article published in the “International journal for quality in health care” and written by the authors “Greenfield, Kellner, Townsend, Wilkinson and Lawrence” in the year 2014 offers an overview of the “human resource management” policies followed by the various health care organizations in the nation of Australia and also their insistence on the concept of high performance within the health care organization (Greenfield et al., 2014). The authors under consideration here stated the basic objective of the article to be “to investigate whether an accreditation program facilitates healthcare organizations (HCOs) to evolve and maintain high-performance human resource management (HRM) systems” (Greenfield et al., 2014). It is significant to note that the sector of heath care is one which requires a constant high level of performance on the part of the employees who are a part of the concerned health care organization as any neglect on the employees might end in catastrophic disaster (Feldstein, 2012). Therefore, the authors of this particular article focused on the concept of individual performance to enhance the overall organizational performance and the role of the “human resource management” team in the process (Greenfield et al., 2014). The major hypothesis which the authors use in this particular article is that the concept of individual performance as well as the organizational performance plays a significant role in the health care industry (Greenfield et al., 2014). The data required for the completion of the article were collected by the author on the basis of the responses as well as the feedbacks which they got from the “Healthcare organizations participating in the Australian Council on Healthcare Standards Evaluation and Quality Improvement Program (EQuIP 4) between 2007 and 2011” (Greenfield et al., 2014). The authors arrived at the conclusion that the most successful as well as highly organized organizations in the health care sector used effective HRM policies and also took the help of the latest developments in the concerned field (Greenfield et al., 2014).
Importance of Individual and Organizational Performance
This article seeks to provide an overview of the various “human resource management” policies used by the organizations in the health care industry. Therefore, this particular article will serve as an important source of reference for the “Assessment 3 Essay”.
This article written by the authors “Raghupathi and Raghupathi” and published in the journal “Health information science and systems” in the year 2014 intends to provide an overview of the concept of the data analysis in the process of the management of the various health care organizations and the role of the “human resource management” team in the process (Raghupathi & Raghupathi, 2014). The article also emphasis on the need of the collection of the data related to the health care industry and the adequate use of the data for enhancing the performance of the “human resource management” team in the concerned health care organization and also in the concerned industry (Raghupathi & Raghupathi, 2014). The basic hypothesis formed by the authors at the very beginning of the article was that the use of the analytical data by the various health organizations is very essential for the proper performance of the concerned organizations (Raghupathi & Raghupathi, 2014). The authors analyzed the “human resource team” of more than 330 hospitals and the data generated by them in a bid to derive the necessary results which were required for the composition of this particular article (Raghupathi & Raghupathi, 2014). The authors arrived at the conclusion that the use of the analytical data by the various health care organizations forms one of the basic precepts of the “human resource management” team (Raghupathi & Raghupathi, 2014).
The article gives a pertinent account of the use of the analytical data for the various health care organizations. Therefore, this particular article will be a very valuable reference for the “Assessment 3 Essay”.
This article published in the journal “The Electronic Journal of Knowledge Management” and written by the authors “Bordoloi and Islam” in the year 2012 provides an overview of the importance of the use of the “knowledge management practices” in the various organizations related to the health care sector (Bordoloi & Islam, 2012). The basic hypothesis which the article uses is the fact that “being a knowledge driven process, healthcare delivery provides opportunity to incorporate knowledge management practices to improve processes” (Bordoloi & Islam, 2012). Furthermore, the article also takes into consideration the fact the various knowledge practices a bit tough to implement in the various organizations related to the health care industry and it is specifically here that the role of the “human resource management” team becomes very significant. The article seeks to analyze the various “knowledge management practices in the areas of (i) knowledge acquisition and sharing, (ii) knowledge assimilation and application” and the role which the HRM plays in the effective utilization of these knowledge practice frameworks (Bordoloi & Islam, 2012). Furthermore, the article also places emphasis on the fact that the organizations related to the health care industry should focus not only on the concept of individual but also on the overall performance of the organization concerned as well and the HRM of the concerned organizations should also develop effective strategies for the enhancement of the performance of the individual employees as well as the organization. The authors for the composition of this particular article depended on the various previously conducts researches as well as articles and also the books and the journals to derive the information or the data which were necessary for the conduct of the research and the composition of the article (Bordoloi & Islam, 2012). Furthermore, the article also took into consideration the knowledge management policies used by the various organizations related to the health care industry.
Role of Data Analysis in HRM
The article offers very significant insights into the concepts of the knowledge management practices and also the role of the “human resource management” team in the process. Therefore, this particular article will serve as a valuable tool for the composition of the “Assessment 3 Essay”.
This particular article by the authors “Jehanzeb, Rasheed and Rasheed” published in the journal “International Journal of Business and Management” in the year 2013 intends to give an overview of the concepts of organizational commitment as well as turnover intentions of the employees who form an important part of the various organizations belonging to the health care industry (Jehanzeb, Rasheed and Rasheed, 2013). Furthermore, the article also provides an overview of the importance of the effective training programs which helps the various employees to perform their job roles in a much better manner (Jehanzeb, Rasheed and Rasheed, 2013). It is significant to note that the concept of training forms an important part of the overall “human resource management” strategies as well as polices. Therefore, the “human resource management” teams belonging to the health care industry should take active initiative for the training process of the employees (Duckett & Willcox, 2015). This will not only enhance the level of performance of the various employees working for the particular health care organization but will also enhance the job satisfaction level of the employees which in turn will decrease the rate of employee turnover which forms a major cause of worry not only for the various health care organizations but also for the other business organizations as well. The authors conducted surveys with “251 respondents from leading private organizations of Saudi Arabia to collect data and testing the existing theory” in a bid to collect the desired information or data which were necessary for the effective conduct of the research (Jehanzeb, Rasheed and Rasheed, 2013).
This particular article provides a pertinent account of the various precepts of the “human resource management” strategies as well as policies which are very important not only in the genre of the health care but also in the sector of other business as well. Therefore, this will help in the completion of the “Assessment 3 Essay” and will also serve as an important reference.
This particular article by the authors “Harrington and Heidkamp” published in the journal “Aging, 2020” in the year 2013 intends to provide an overview of the problems the majority of the business organizations of the world presently are facing and more specifically the health care industry (Harrington & Heidkamp, 2013). It is significant to note that the majority of the employees in the health care industry are on the other side of the age and therefore this is likely to pose a significant problem to the various organizations related to the health care industry (Duckett & Willcox, 2015). It is true that the various employees who are aged posses the necessary attribute of experience which is very much required in this particular industry however this factor also considerably reduces the speed of work of these employees and also the effectiveness of the work completed by them. The authors also argue that the health care industry is one in which the work load is always high and therefore the various organizations related to this particular industry need to be younger and able to perform diverse jobs and also to work round the work which is not very feasible for the aged employees (Harrington & Heidkamp, 2013). Therefore, it would b e apt to say that there is a need for younger employees in this particular industry more than any other industry. Furthermore, the article begins with the hypothesis that the older patients who form the main customers of the various health care organizations in the nation of the United States of America need more effective care as well as attention and therefore there is a need of an active intervention on the part of the “human resource management” team of these health care organizations to recruit more employees who are on the better side of the age bracket in a bid to serve the various ageing customers in the most effective manner (Harrington & Heidkamp, 2013).
The concepts articulated in this particle article by the authors regarding the ageing as well as the effective will be very useful for the “Assessment 3 Essay” and will also serve as a valuable reference for the completion of that particular assignment.
To conclude, the “human resource management” forms an important part of the various business organizations and more specifically the health care industry. Therefore, it is often seen that the various business organizations in the health care sector take the help of the strategies as well as policies developed by the HRM of their teams in a bid to make their workforce more effective. In addition to this, it is often seen that the effective HRM policies also helps the various organizations related to the health care industry to enhance the level of not only the individual performance of the employees but also the organizational performance as a whole. Moreover, it is also seen that effective HRM policies helps the various organizations related to the health care sector to reduce the level of their employee turnover and also to enhance the job satisfaction level of the employees.
References
Bordoloi, P., & Islam, N. (2012). Knowledge management practices and healthcare delivery: a contingency framework. The Electronic Journal of Knowledge Management, 10(2), 110-120.
Chrisopoulos, S., Harford, J. E., & Ellershaw, A. (2016). Oral health and dental care in Australia: key facts and figures 2015. Australian Institute of Health and Welfare.
Duckett, S., & Willcox, S. (2015). The Australian health care system (No. Ed. 5). Oxford University Press.
Feldstein, P. J. (2012). Health care economics. Cengage Learning.
Folland, S., Goodman, A. C., & Stano, M. (2016). The Economics of Health and Health Care: Pearson International Edition. Routledge.
Greenfield, D., Kellner, A., Townsend, K., Wilkinson, A., & Lawrence, S. A. (2014). Health service accreditation reinforces a mindset of high-performance human resource management: lessons from an Australian study. International journal for quality in health care, 26(4), 372-377.
Harrington, L., & Heidkamp, M. (2013). The aging workforce: Challenges for the health care industry workforce. Aging, 2020, 115.
Jehanzeb, K., Rasheed, A. and Rasheed, M.F., 2013. Organizational commitment and turnover intentions: impact of employee’s training in private sector of Saudi Arabia. International Journal of Business and Management, 8(8), p.79.
Raghupathi, W., & Raghupathi, V. (2014). Big data analytics in healthcare: promise and potential. Health information science and systems, 2(1), 3.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
