Human resource is always considered as the backbone of the health care system since its management will determine the quality of health care to be provided. There has to be effective management of human in the health care system to provide quality performances regarding the outcome. This is a critical aspect of healthcare facilities across the globe as the strategies adopted, greatly determine how effective the activities will be. Human resource management in a healthcare setup is about getting maximum services of its team who comprise clinical staff to include physicians and nurses and non-clinical staff who include who include volunteers and technicians. There has to be effective management of the staff for the healthcare system to function effectively in their quest to achieve a common course of providing health care to the public. This is done by recruiting the best individuals suitable to serve their duties, developing their working skills, getting their loyalty to the course of providing health care and motivating the staff to get the best in terms of service delivery in the healthcare system. For this reason, there are certain functions which human resource management look out for in different level when executing their function; this includes the composition of the health care system regarding enlistment, training of the workforce, the remuneration and the consistency of the workforce. All these functions of the human resource management are geared towards attaining high-quality results in the healthcare system.
The disparity of size in terms of the workforce is of great concern to any human resource management in any health system. It is, therefore, up to the human resource management to ensure that they have adequate personnel in place to help achieve the target of providing delivery and health intervention in their respective healthcare systems. The human resource management will ensure that strategies pertaining staffing are taken into account to meet the requirement of a dynamic workforce to get the best outcomes (Kabene, 2006) . This will involve recruiting and selection of the workforce. In determining the composition in terms of enlistment, there are various factors which determine the human resource management’s ability to recruit. This includes economic factors; the revenue collected each financial year, and the intended expenditure on the workforce. The amount to be spent on the remuneration of the workforce will act as a motivational factor thereby having a critical impact on service delivery in the healthcare system. Another factor is the demographic characteristics of the healthcare facility, as this will determine the number of the workforce to be hired (Harris, 2007) . It is also important to note; there is health care system whose human resource management has failed in terms of workforce enlistment because of limited resources or inadequate personnel in the location thereby affecting the operations of a healthcare system. If the human resource management takes this account into action at this level, then there can be some assurance of effectiveness in terms of performance and service delivery.
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It is important for the human resource management to take into consideration the aspect of training its workforce as it a critical level in the health care system. The training undertaken should encompass both the training level and the skill categories. Training in human resource management is a positive development to any healthcare industry as it will attempt to improve the performance of the workforce by educating, imparting new skills and increasing the skills of the workforce in a particular concept (Harris, 2007) . This shall ensure that the workforce is informed and ready to tackle needs that exist or which may arise in future in the health system. Therefore, a well-trained and developed workforce is vital to the success of any health care system
The human resource management is tasked with the responsibility of providing a proper working condition for its workforce. This may range from the working environment to motivation of the workforce as the health care system aims to improve its services. If the performance of any health care was to be improved, then the workforce should be motivated by way of appraisal of their remuneration and improving the health care system’s environment by ensuring it is accommodative to everybody (Tichy N. M., 1981). The environment includes not only the workplace but also the housing of the workforce. This is important especially to the traveling workforce who may not have accommodation in case they move into a new city. The motivation and the environment methods adopted will go a long way in determining the performance of any healthcare system since it is the workforce which determines the outcome, hence it is prudent to take great attention of its welfare.
For efficient service delivery in human resource management of any health care system, there has to exist work ethics which agitates for consistency of work (Bakker, 2007) . This is to ensure that there is no notching down from the previous performance by the workforce. Instead, there should be consistency or improvement in the work to be undertaken. The human resource management should also take a keen interest in the working conditions of its workforce because a slight change to it may cause disappointments which may result to decline of consistency of the workforce thereby making it difficult for the healthcare system to attain their set targets hence affecting the performance and service delivery.
The primary element of human resource management in any health care system is the working condition and taking care of the welfare of the workforce. The remuneration may act as the most effective way to motivate the workforce, but there are other factors such as providence of insurance cover, work leaves so as not to exhaust the workforce hence ensuring consistency (Bakker, 2007) . This is a primary element because it comprises of most policies that are enshrined in the government acts which are aimed at safeguarding the needs of the workforce while at the same time ensuring the human resource management in the health care system gets the best performance out of its workforce.
The main role of human resource management in the strategic plan of any organization is increasing the performance of the workforce in any role within the organization. The human resource management of organizations determines the strategy they plan on taking for their benefit, to understand where the organizational activities are ongoing and to project on the expectations of its workforce (Tichy N. M., 1981) . The HRM is the key to information of the health care system as it safeguards information related to the workforce in the organization based on performance. Therefore, the HRM has to draft the profile of the workforce using their skills and attributes when formulating strategies aimed at improving the healthcare. The HRM is also mandated to identifying new skills which may be of value to the healthcare system. This is achieved through being aware of the talent that may be outside the organization. Besides training, the HRM also evaluates the skills and knowledge of its workforce to prepare them for plans of the organization. The HRM of the organization also consults and collaborate with those of other organizations in order to plan for future strategic plans of the organization. The HRM also plays the role of implementation of outlined changes, strategic communication, staffing, client satisfaction, and development of the plans of the organization which are aligned towards making the organization meet its strategic plan.
Conclusion
It would be unfair not to acknowledge the role human resource management has to play in the healthcare system. The roles include the composition of the health care system's workforce, training of the workforce, the remuneration and the consistency of the workforce. All these are aimed towards maximizing the output to increase the performance of the health care systems which are aimed towards benefitting the public. Taking care of the workforce's welfare is the primary role of the HRM as this will motivate the workforce thereby improving the performance. It is also important to note that every organization should have an HRM as this is what shall gear the strategic plans of the organization and make it realize its full potential. It is therefore prudent for systems to develop and put the best HRM in place as it is the most critical department in any organization.
References
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of managerial psychology , 22 (3), 309-328.
Harris, C., Cortvriend, P., & Hyde, P. (2007). Human resource management and performance in healthcare organisations. Journal of health organization and management , 21 (4/5), 448-459.
Kabene, S. M., Orchard, C., Howard, J. M., Soriano, M. A., & Leduc, R. (2006). The importance of human resources management in health care: a global context. Human resources for health , 4 (1), 20.
Tichy, N. M. (1981). Strategic human resource management.
