Abstract
Amongst the many rising challenges in the healthcare setting is the growth projection of employee engagement in the workplace generally. Human resource challenge is a factor that the healthcare executive and supervisor are now grappling with given that the age brackets differ. The apparent dilemma is in the older millennial workforce. Facing about 10,000 baby boomers reaching their retirement age, managers now have to engage millennials, who form roughly 75 percent of the personnel by 2025 ( Ginter, Duncan & Swayne, 2018) . Healthcare supervisor has now the task to direct orientation and learning experiences to seal the generational gap by providing coaching to promote workers engagement and boost productivity as well as focus on the learning and the developmental need for those reporting to them. Earlier these job expectations considered as optional is now changing into a required job description for managers. Likewise, employee communications issues have long been a concern for healthcare managers, and clinical faults have one of the greatest communication challenges for healthcare supervisors today. These are but a few of the many instances of healthcare supervisors’ challenges and opportunities for managers regarding human resource management. The healthcare supervisor deal with a diverse workplace setting these skills will enable them to give direction, and the leadership needed to achieve quality care as well as an earnest commitment for job satisfaction and fulfillment to the employees.
Introduction
Health care outlines a multidisciplinary profession whereby physicians, caregivers, health professionals from various area of expertise are obliged to work collectively, carry out constant communication, and resources sharing. The healthcare supervisor comes in place to facilitate the sharing of resources under a given direction which every employee under the mandate adheres to it. The collaborative setting facilitates the healthcare supervisors to solve health problems and with skillful leadership evaluate the nature and state of the challenges, making constant follow up and recommendations on the remedy of the problem at hand. In this rapidly changing healthcare environment, it calls for the attention of the healthcare managers. The supervisor crowned with the management and leadership of the healthcare needs to hold a dynamic mind to be able to keep up with this fast-moving industry. The healthcare face multiple of issues which managers should be equipped enough to handle these challenges. The healthcare industry not an exceptional, the managers have to deal with people in daily interaction. The human resource who work under their supervision, this may be the hardest task for the healthcare supervisors to have to handle the human resource personnel in their various capacity. Thus the biggest challenge facing healthcare supervisors lies in human resource management. Healthcare envisions patient safety and provision of quality care; these cannot be sacrificed at the expense of poorly handled human resource. Considering the healthcare setting is also changing with the technology, the employees should also be able to fit in that change which gives healthcare supervisors task of managing such changes. These skills help healthcare managers to solve the human resource issues that arise in the workplace alongside ensuring all the healthcare professional engagement at both a personal level and organizational level are at par with the healthcare objectives. People skills integrated with other managerial skills are crucial in rectifying the human resource challenge in the healthcare settings.
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The 12 Essential Skills in Relation to the Human Resource Management
Engagement, commitment, and emotional intelligence
When assessing the causes of decreased engagement and motivation, the manager should develop several skills and strategies to help evaluate and continue encouraging employee motivation and emotional intelligence ( Prosser, 2016) . The manager should begin with the professional boarding practice to enable implementation of the organizational and personal engagement. The function of healthcare employees is to perform their duties with the major aim of maintaining, promoting and stabilizing the patient’s systems. With proper knowledge of health concept, a complete physical, mental and social well-being should in the workforce as their engagement is important for different patients within a specified care setting.
Healthcare supervisor’s performance has been affected by an empirical engagement which affects health care in general ( Frankel & PGCMS, 2018) . Engagement, commitment, and emotional intelligence are subjective to individuals flow state which complies with the basics of psychological competence and autonomy. Job satisfaction, self-efficiency, and engagement have helped previous researches to find fundamental relations between job satisfaction and proper engagement efficiency ( Ginter, Duncan & Swayne, 2018) . The further research findings depict the relationship linking personal factors like; job satisfaction, the locus of control, mental health and employees engagement.
Team performance
The managers are equipped with skills and strategies which help in team building and team development hence optimizing the commitment of employee’s organization, and job satisfaction ( Prosser, 2016) . The skill of team performance help solves work challenges where a particular employee was overworked and reduce work strain. With some positive impacts; teamwork became a more important part of health intervention. The healthcare employees are necessitated to learn this new skill after clinical care became highly structured and more complicated hence complex medical service care. Many healthcare practitioners have resulted in practicing a multidisciplinary approach since the in the aging population there is an increase in chronic diseases like heart disease, cancer, and diabetes .
Delegation and empowerment
It offers the manager a proper understanding of delegations to be initiated in assigning of various tasks while similarly empowering the employees to complete all their duties on time. For a higher chance of succeeding, empowerment alongside delegation is very important. For proper prediction of the level of commitment in the nursing staff, the managers are needed to come up with various strategies on empowerment to cater for their motivational needs ( Prosser, 2016) . It improves the hospital job coordination, patient satisfaction, less nurse burnout, and nurses work to the fullest of their potential. A strong governance structure leads to high levels of empowerment resulting in high patient satisfaction scores, hence improved patient health. Delegation is considered the complex skill and the most necessary for clinical leadership; it also helps employees to understand their responsibility, and accountability in the clinical tasks. For example; it is the nurses’ role to identify and fulfill the patient’s needs, and managers are required to find an appropriate caregiver to help meet these need. Delegation is a way for a healthcare leader to manage various responsibilities in the hospital effectively. With today’s complex health care system, it is difficult for the leaders to meet the employees needs as even they vary from worker to worker, but with shared decisions, caregivers become more empowered, and in turn, the delegation help reduces workload and good coordination .
Effective strategic communication
The skill helps managers with several strategies and competencies which improve employees productivity, job commitment through strategic communication and interpersonal relationship ( Herd, Adams-Pope, Bowers & Sims, 2016) . The approach possesses core skills which take in interpersonal communication, active listening engagement, and effective writing skills. The manager can easily communicate about health care management plan through a communication framework which outlines some important elements in certain information. Complex messages coming through the healthcare information handoff should be timely and accurate too since it involves life or death matters. In today’s interdisciplinary and patient-centered care organization, healthcare systems in a wide way need to adapt communication methodology. Today’s healthcare ecosystem requires collaborative means of working which includes community health workers, nurse care managers, nurses, physicians and the patients involved in the system .
Conflict resolution and Negotiation skills
In the healthcare setting, these skills liberate manager when most dealing with negotiating and solving conflicts involving difficult conservative uncooperative staffs . Healthcare managers equipped with these skills are in the position to assess to manage conflicts and come up with measures to prevent it ( de Janasz & Crossman, 2018) . For medical leadership to bear productive influence on conflict or their management style of handling conflict and relationships, they require to understand the meaning of conflict, be familiar with how conflict is started to manage it. Building skills in emotional intelligence can be imperative during management alongside minimization of employee conflict.
Coaching and development
Coaching and development skills guide healthcare supervisors to enhance their skills in the employees training to reach optimal performance. These skills are categorized into three sets: skill-based, performance-centered, and developmental coaching ( Herd, Adams-Pope, Bowers & Sims, 2016) . In today’s workplace coaching is considered as a basic component in the developmental step of clinical management. It has a diverse advantage which involves greater employee involvement along with motivation, confidence and also managers are endowed with the additional skills manage complex work relationships, and in most cases, more optimal clinical service delivery. There is an escalating need for employees coaching to certify that they have got formal training and qualified in their professional practice. Within the managerial or supervisory roles, the development of coaching skills and culture gives a room of both personal and organizational growth ( Ginter, Duncan & Swayne, 2018) . Coaching has presented a practical remedy to control and command style which has been extremely detrimental to employee engagement as well as motivation.
Counseling and interviewing skill
Effective healthcare leadership should provide direction, guidance as they further interact with the staff as well as potential employees ( de Janasz & Crossman, 2018) . The counseling and interviewing skills present the manager with the opportunity to lay down strategic plans in an attempt to maximize on the employment outcome, exit, employees performance appraisals, counseling interviews as well as disciplinary management.
Strategic thinking and decision making
For healthcare manager, strategic thinking and decision making skills require the ability to evaluate the healthcare problem and project the outcome ( Sperry, 2003). This skills also necessitate manager to think analytical, and with the purpose of making a proper decision, we can say this kind of reflection require thinking beyond the fifth sense.
Budgetary skills
For activities or project to be implemented the healthcare managers require financial muscle ( Ginter, Duncan & Swayne, 2018) . The budgetary skills support the supervisor with the tool that will convert operation plans to financial terms as well as apply the same information to exercise the control management component. Also the skills enable managers to put finances aside to be used for educating their staff and ensure proper allocation of fund for employee motivation.
Monitoring financial and human skills
The ability to monitor finances and human resource presents healthcare managers with skills and knowledge to constantly seek out the good organization, human resource satisfaction and incorporate a business-related approach to realize strategic objectives accompanied by enhancement of success within the conception of the new pay for quality employee compensation models.
Evaluating self–job and organization–family fit
This skill provides healthcare manager with a strategic evaluation of a variety of employees personalities in connection to the organizational resources. The assessment impact of these abilities or lack self and organization evaluation on the manager with respect to the degree of appropriateness involving oneself, profession, organization, career-wise and personal relationships have a substantial influence on the employee growth ( de Janasz & Crossman, 2018) .
Mindfulness and time and stress management
This skill increases the capacity of the leadership to manage and handle work-related pressure which results in job strain. The healthcare manager with this kind of skills can be able to deal with any workforce or even if the job is much demanding, they are in a position to give guidance and direction to those reporting to them ( Herd, Adams-Pope, Bowers & Sims, 2016) . Also, this skill underscores the mindfulness approach in addition to time and managing a stressful work environment.
Conclusion
In conclusion, the rapid change in the healthcare setting has necessitated drastic transformation in the healthcare system which in turn has impacted on the human resource performance. Healthcare manager possessing relevant human skills apparently will have the upper hand carrying out their managerial duties alongside ensuring quality care delivery. Having human resource as a big challenge in today’s contemporary healthcare tasks the healthcare supervisor to come up with sustainable leadership and management solution that caters for the diverse workforce.
References
de Janasz, S. C., & Crossman, J. (Eds.). (2018). Teaching Human Resource Management: An Experiential Approach . Edward Elgar Publishing.
Frankel, A., & PGCMS, R. (2018). What leadership styles should senior nurses develop?. Practice , 10 , 18.
Ginter, P. M., Duncan, W. J., & Swayne, L. E. (2018). The strategic management of health care organizations . John Wiley & Sons.
Herd, A. M., Adams-Pope, B. L., Bowers, A., & Sims, B. (2016). Finding What Works: Leadership Competencies for the Changing Healthcare Environment. Journal of Leadership Education , 15 (4).
Prosser, S. (2016). Effective People: Leadership and Organisation Development in Healthcare . CRC Press.
