Human resource management refers to the formal systems put in place to manage staff and resources in an organization. The efficient management of human resources is important in providing quality health care (Elarabi & Johari, 2014). Many health care systems are increasingly shifting their focuses to human resource management and its importance in achieving better outcomes. Human resources takes on an important management role in the field of health care considering it is a service industry. Human resource plays a vital role in health care reforms (Flynn, Mathis, Jackson & Valentine, 2015). Human Resources overall role is securing and developing talents of staff, facilitating communication between the staff and ensuring the staff wellbeing.
Human Resource Management plays an important role in staffing recruitment and retention. Human resource management is charged with the duty of securing talents for the hospital in accordance to its technological developments (Fallon & McConnell, 2013). Research has shown that there is a correlation between employing staff with the expertise to operate the equipment in the hospital and the delivery of services (Elarabi & Johari, 2014). Human resource management (HRM) formulates a reward system for the employees to motivate them to work efficiently and continue working at the hospital, hence the staff retention function.
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The health sector is constantly experiencing new technological advancements hence the need for regular trainings (Flynn, Mathis, Jackson & Valentine, 2015). Human resource management is therefore tasked with training the hospital staff on the new technologies to help them deliver better services to the clients. HRM is also involved with career development by helping the staff further their education and expertise. The HR managers could organize conferences and invite experts on career development to train staff (Fallon & McConnell, 2013). Career development and employee training is also beneficial to the hospitals since it enables the employees deliver better services to their clients.
Human resource managers are involved in improving employee relations, performance appraisal and ensuring that the staff comply with rules from regulatory bodies. For the hospital staff to work together towards a common objective they need to have a good rapport. The staff would feel motivated to work better if they enjoy working together rather than feel like it is a burden (Flynn, Mathis, Jackson & Valentine, 2015). The HR managers should enhance relations by assigning teams targets. That motivates them to work together; employees would have no choice but work with their colleagues. Human resource managers create performance appraisals platforms where individual achievements can be rated according to responsibilities. The managers are mediators between the employees and reviewing authorities. Deserving employees are rewarded after the appraisal process (Elarabi & Johari, 2014). The human resource managers also ensure that the hospital staff complies with rules from the regulatory bodies such as the U.S. Department of Health & Human Services.
Human resource plays a vital role in ensuring staff health and safety. Hospitals are among the most risky workplaces; the employees are exposed to risky situations every day. HR should foster workplace safety culture by ensuring that all employees understand their health and safety responsibilities (Fallon & McConnell, 2013). HR should also ensure that they put in place measures to prevent workplace injuries and diseases. Compensation and benefits is a sub-branch of human resource involved in remuneration and benefits policy making. The managers should research and provide the hospital staff with competitive pay and benefits. Compensation is the response of the employee to the employer in form of money while benefits are non-financial forms of remuneration (Flynn, Mathis, Jackson & Valentine, 2015). Offering competitive benefits and compensation ensures that hospital employees are satisfied and motivated to provide patients with better services.
References
Elarabi, H. M., & Johari, F. (2014). The impact of human resources management on healthcare quality. Asian journal of management sciences & education , 3 (1), 13-22.
Fallon Jr, L. F., & McConnell, C. R. (2013). Human resource management in health care . Jones & Bartlett Publishers.
Flynn, J. W., Mathis, L. R., Jackson, H. J and Valentine, R. S. (2015). Healthcare Human Resource Management: New York: Cengage Learning.
