Healthcare industry is one of the most labor-intensive service industries. The production and consumption of the healthcare services is a simultaneous process thereby necessitating quality provider-consumer interactions. A healthcare organization’s reliance on its professionals in the delivery of services calls for recognition of the variability in service quality within a healthcare worker and among workers due to the temporal change of skills and competencies (Fottler, Malvey & Slovensky, 2015). The human resource management within a healthcare organization needs to understand those factors that affect the employee performance and effectively lay down strategies for the competitive good of the organization. These factors comprise of environmental and organizational aspects that impact on human resource management practices such as selection and recruitment, appraisals, training and development, and employee relations among others. This paper discusses how human resource management practices and policies can enhance the competitive advantage of a healthcare organization.
Among the key strategies of enhancing the competitive advantage of a healthcare organization is hiring competent staff and ensuring that the staff effectively perform the duties they are hired to discharge. This process can simply be referred to as a staffing and staff development strategy. In order to acquire competent people, the human resource executives develop corporate profiles for the positions in a way that articulates the core skills and competencies that are in line with the organization’s strategic goals. The process of decision making on hiring and establishing the requirements for positions should be team-based (Fottler, Malvey & Slovensky, 2015). Emphasis on the attitude and how well the applicant fits within the organization’s culture as opposed to a candidate’s technical qualification should play a central role in the process of recruitment and selection.
Delegate your assignment to our experts and they will do the rest.
In ensuring that the recruited staff ably performs their tasks, the management invests heavily in workforce team-based training and development that is customized to fit the organization’s future goals. This type of training ensures worker flexibility and emphasizes on developing skills rather than buying skills through employing experienced personnel. In addition, high-quality service delivery is a function of performance management which is achieved through appraisals, recognition and rewarding top performance (Fottler, Malvey & Slovensky, 2015). Staffing and staff development strategy ensures efficiency in delivering quality healthcare, attracts best talents and retains top performers hence increasing the competitive advantage of the organization.
Another human resource management strategy that enhances an organization’s competitive advantage is employee retention. One of the practices that influence employee retention is employee compensation through fair and attractive remuneration that is performance-based. Employees whose job security is guaranteed offer services with motivation and dedication thus ensuring high-quality service delivery. Short-term dismissals expose human capital to external competition and break down employee partnership as well as client confidence with the organization. Expansion of employee services such as the inclusion of complementary and alternative medicines and child care works for the good of attracting and retaining desirable talents (Elarabi & Johari, 2014). Furthermore, promoting interdisciplinary teamwork reduces status disparities, enhances flexibility, decentralization and ensures equity consequently attracting and retaining a productive workforce. Employee retention plays a critical role in building the brand of an organization in the market share due to prevalent competition for the best talent. In return, a good human resource brand increases an organization’s recruitment and worker retention programs.
In conclusion, the success of any healthcare program relies on proper management of human resources mainly due to the fact that healthcare is delivered by people and to the people. A sound healthcare human resource management system focuses on productivity, quality patient care and customer service, and employee retention. To ensure these performance indicators are achieved, a healthcare organization must strive to attract and retain best talent thus yielding its competitive advantage both in service and labor markets.
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
Fottler, M. D., Malvey, D. & Slovensky, D. J. (eds)(2015). Handbook of healthcare management . Northampton: Edward Elgar Publishing
Fried, B. & Fottler, M. D. (2011). Fundamentals of human resources in healthcare . Chicago, IL: Health Administration Press;
