Human resources are an important factor to the ultimate success of a particular organization. The primary objective of the HR management is depicted as increasing the performance of the firm. For instance, the healthcare institutions benefit from the function of job recruiting, terminating and selecting of employees. The HR department ensures that the process of interview and assessment of a candidate’s competency and integrity are fair and equal for all (Vermeeren et al., 2014). These actions prevent significant backlash such as legal issues arising from candidates who feel unfairly treated. Through clear communication between the HR and the candidates for job positions of the expected performance standard, it can minimize cases of disciplinary termination of employees. The function of the development and training is a key component of the tasks conducted by the HR to the individuals they employ. This activity is essential to demonstrate the workers’ importance to the organization by improving their skills and competencies on changing, regulatory, legal and technological landscapes (Vermeeren et al., 2014). The training may be formal or informal but significantly enhances the knowledge of the practitioner ensuring that they can keep up with the changing trends of providing quality care to the patients.
Role of HRM in Employee Advancement and Training
The HR management has a primary objective of ensuring the healthcare organization can provide the quality care and treatment services that the industry demands. This outcome is made possible through the employees’ advancement and training. The HR management develops a relationship with the workforce of a particular healthcare institution. This practice is intended to better understand the competencies and skills of the employee as an individual and as part of the organization’s workforce (Cogin, Ng & Lee, 2016). Through evaluating the qualifications of the staff and the required standard that should be realized within the organization, the HR can identify the necessary developments that should be made. The management can coordinate with the finance department as a measure of investing in the employees either as individuals or as a group. The HR management is crucial to their advancement as they assist individuals in preparation and marketing of their skills and competencies for the job positions that may arise within the organization and in some cases, those outside (Vermeeren et al., 2014). Through training programs, employees in healthcare can pursue high ranks in the healthcare firm and may reciprocate the trust by reducing employee turnover.
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How HR Enhance Organizational Performance
As mentioned earlier, the primary objective of the HR is to ensure improved organizational performance. In the healthcare industry, this practice is defined as the ability of the institution to have direct impact on the quality of a patient’s life. The human resources play a crucial role in the particular manner of operations within the organization and how well patients are served. The research conducted by Cogin, Ng and Lee (2016) demonstrates the impact HR management may have on the performance of Australian hospitals. The findings demonstrate a control-based approach by the HR to ensure people management which incorporates behavioral control. This practice is mainly used on nurses, allied health workers and the junior physicians. A commitment approach is used on high ranking physicians. Though these approaches are effective towards improved performance of the institution as per the regulatory and legal requirements, many of the hospitals failed to establish such standards. The main cause for such an outcome was the low investment in people and too much focus on transactional leadership creating poor employee morale and frustration.
How Regulation of HR by Federal, State and Other Regulatory Bodies Affects Organizational Performance
The state, federal and other regulatory bodies have immense power in imposing regulation of the human resources. The federal government through the Executive Branch enforced revisions to the nation’s healthcare system whereby providers would be required to meet certain standards of quality, improve efficiency in the care effort, and increase access to members of the society (Larrat, Marcoux & Vogenberg, 2014). The ACA’s goals would change up the practices of the HR as they demand more output from the medical practitioners in terms of quality of care and the number of patients who can visit the institution. The state and non-governmental healthcare bodies would also require the organizations to meet certain standards. The HR management is expected to realize these goals though not immediately but through a progressive plan of improvement. Issues like patients providing experience feedback ratings on their medical practitioners provide the HR with important information on how to make improvements in the institution’s performance (Larrat, Marcoux & Vogenberg, 2014).
Human Resource Processes
Tenet Healthcare is one of the largest healthcare organizations in the US providing care to a wide range of patients across multiple states. In an effort to achieve its mission of helping people live happier and healthier lives, the corporation recruits the highest ranking medical professionals in the country (Cogin, Ng & Lee, 2016). This practice is crucial in the specialty roles that ensure the patients can receive assistance for the required medical attention. In the HCA Holdings, an even larger for-profit healthcare corporation, compensation and benefits are important aspects of the organization. The high-ranking staff members are provided with high wages to ensure they do not compel lower ranking officials towards fraudulent schemes (Banerjee, 2017). The low-ranking employees, other than a substantial salary package, the organization provides numerous benefits of healthcare and academic grants. Employees who may seek to advance their careers in the organization can receive grants to pursue graduate education. This practice is similar to Tenet Healthcare that provided high donations up to $2.78 million to nursing colleges in South Florida, Texas, South California, and Georgia. HCA Holdings also plans to acquire some hospitals from its rival tenet as a measure of increasing the number of Medicare admissions (Banerjee, 2017).
References
Banerjee, A. (2017, May2) Hospital operator HCA Holdings Eyes M&A for growth . Reuters, Retrieved from http://www.reuters.com/article/us-hca-holdings-results-idUSKBN17Y1E9
Cogin, J. A., Ng, J. L., & Lee, I. (2016). Controlling healthcare professionals: how human resource management influences job attitudes and operational efficiency. Human resources for health , 14(1), 55.
Larrat, E. P., Marcoux, R. M., & Vogenberg, F. R. (2012). Impact of Federal and State Legal Trends on Health Care Services. Pharmacy and Therapeutics , 37(4), 218.
Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R. J., & Van Beek, S. (2014). HRM and its effect on employee, organizational and financial outcomes in health care organizations. Human resources for health , 12(1), 35.
