The role of human resource professionals keeps on increasing because of the change in the speed of the business landscape. The human resources are tasked with intricate work ranging from processing the employees’ paperwork and maintaining the leadership guide within an organization. However, human resources face many challenges in the practice of their skills in the healthcare industry. For instance, due to the outbreak of the covid-19 pandemic, the whole world has been having difficulties getting the workers to work in different healthcare outlets in their specific regions. Moreover, human resource practices have to be in correspondence with the existing laws of the country. Besides, human healthcare resources have to have a continuous education so that they are familiar with the current issues in the industry and suggest ways on how to avoid them from interfering with service delivery. The human resource department has to incorporate welfare and other motivational incentives with their workers to reduce some of the issues. Through the review of this article, an individual can identify the key issues affecting the human resource department and their solutions in the healthcare setting.
Article Summary
According to Friedman (2020), the human resource department in healthcare faces many issues than any other industry in the world. Moreover, the human resource department has difficulties getting and landing a high-quality employee (Friedman, 2020). For instance, the outbreak of the coronavirus pandemic has created more gaps in the healthcare industry because of the high demand for their services. Thus, acquiring a top talented employee worldwide is difficult, and the managers and leaders have to adopt strategies on how to get the best workers within their organizations.
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The article has issued various strategies on how to mitigate the issue of acquiring the top talented employees. By using the behavioral skills and assessments at the initial stage of the hiring procedure, the company can notice top-talented workers (Friedman, 2020). For instance, the new recruitment might look like a big paycheck for the recruits, but to others, it is all about flexible working schedules, development of opportunities, and good management. Therefore, through adopting the strategy mentioned above, the healthcare industry can get top talented employees who can deliver high-quality services to their clients.
The article also presents the revolving door of talent as among the significant issues facing the healthcare industry. According to the world health organization, the report is that most of the workers have been suffering from work burnout because of poor work management (Mousa & Othman, 2020). For instance, due to the high demand for health services because of the pandemic, the human resource department has limited personnel to address the many occurring issues, making them overwork the few employees within the organization. Thus, the more the employees are exhausted, the more they have inadequate service production, resulting in many problems.
According to Friedman (2020), there is suggested ways on how to maintain the top-talented employee in the organizations. The fact of ensuring that employee welfare is a priority within the organization aids the organization in retaining their most talented workers in the industry (Friedman, 2020). For instance, organizations that put their employee welfare as a priority have a high rate of employee retention and turnover than the ones that do not place the focus on the employee's wellness. Thus, adopting flexible working hours and making sure that there are few or no cases of burnout among the employees causes high service production.
Another important argument of the article is the issue of developing or creating future leaders. With the high demand for top-talented employees, most healthcare facilities have decided to plan on how to empower the inside talent and mentor it to prosperity (Mousa & Othman, 2020). For instance, the survey done by the article indicates that most of the employees are more likely to continue staying in their current employment if they get leadership training since it is part of their career development and growth. Through the development of inside talents, human resource departments face challenges of funding and moral support from other leaders in the management role.
According to Moses et al. (2020), to maintain the workers, the healthcare industry, human resources have to practice leadership development programs. Through the adoption of several leadership programs, the employees' needs are met, and this acts as a motivation to continue being part of the organization (Moses & Sharma, 2020). For instance, in the leadership programs, the employees can notice their strengths and weakness and be able to get promotions to higher ranks, which is a sign of career growth and development. Thus by adopting new strategies to instill new skills among the workers, such as internet learning, helps the company to maintain the employees of their standard.
Conclusion
The article has presented some of the trending challenges that the human resource department in the healthcare setting are facing. Moreover, the paper has provided proof of the credibility of the arguments and support, which shows that the issues are experienced in current healthcare settings. However, the author has showcased various strategies that the human resource department has to adapt to deal with the above-discussed concerns. For instance, the adoption of the leadership program within the healthcare setting is a clear indication that the organization can and willing to support leadership among its workers. Therefore, the article has addressed some of the current issues affecting the human resource healthcare sector in 2020 and offered means on how to address them.
References
Friedman, E. (2020). Council Post: Top Five Issues Facing Human Resources In 2020 . Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2020/04/06/top-five-issues-facing-human-resources-in-2020/?sh=2f13697048d5 .
Moses, A., & Sharma, A. (2020). What drives human resource acquisition and retention in social enterprises? An empirical investigation in the healthcare industry in an emerging market. Journal Of Business Research , 107 , 76-88. https://doi.org/10.1016/j.jbusres.2019.07.025
Mousa, S., & Othman, M. (2020). The impact of green human resource management practices on sustainable performance in healthcare organisations: A conceptual framework. Journal Of Cleaner Production , 243 , 118595. https://doi.org/10.1016/j.jclepro.2019.118595
