Introduction
The role of human resource management in different organization almost similar. The sensitivity and complexity of the health care organization make the role of human resource management a bit different from other organizations. The human resources in health care have the responsibility to ensure the well-being of the patients. Human lives are sensitive, and thus the people providing the support needed to perform their duties with maximum care. The human resource management roles in health care are therefore different and sensitive in comparison with organizations in other sectors.
The field of health continues to remain dynamic. The complexity of diseases, technological innovation, and moral and ethical standards are being developed each day. The care providers treat these diseases while they use the technology. In the process of furthering the medical field, the practitioners must be willing to participate in the learning process to keep in touch with the evolution and globalization of health care. The HRM must, therefore, employ employees who are willing to take part in the process of furthering health care. The employees must be willing to engage in ethical practices and ensure that they conduct research. The role of the HRM in health care, therefore, include the follows.
Delegate your assignment to our experts and they will do the rest.
Functions of HRM in Health care
Job analysis and design
According to Muller, Jooste, and Bezuidenhout (2006), the human resource management department in health facilities is involved in job analysis and design. It is a priority responsibility for HRM because each must be assigned a specific job. For example, the nurses are of different types in care facilities. These nurses may include Nurse practitioner, Intensive care unit nurse, a medical-surgical nurse, operating room nurse travel nurse et cetera. The HRM is involved in designing the job for all these individuals. It is the responsibility of human resource management to ensure that each person in the profession understands their roles and responsibility. In the health facilities, a minute late for a nurse can mean a lost life. Therefore the human resource in health facilities ensures that jobs are well designed and communicated to the working team. Job evaluating and analysis ensure that employees improve their services and help in the process of appraisal. Analysis helps the HRM improve on areas that are not performing according to the expectation.
Staffing and Placement
The human resource management is involved in the process of hiring and firing staff (Muller, Jooste and Bezuidenhout, 2006). The HRM hires the nurses, doctors, the cleaning staff and security in the health care facility. The HRM carry out the process of hiring the right individuals for the organization to ensure that the facility has the best team in place. The HRM must ensure that physicians and caregivers are properly qualified. During the process of hiring HRM is involved in interviewing the recruiting and training of the right staff. The process of finding the right personnel for the facilities include interviewing potential recruits. The process of recruiting in health care is vital as the HRM learn about how much the trainees know.
The recruitment and training process must take place in a health facility to ensure that the trainees know much about caregiving. The HRM has the responsibility to terminate staff in the process that it becomes necessary. Staffing and placement is a vital role of the HRM. It is essential and a fundamental role for health care facility to be staffed with suitable personnel. The human resource management must ensure that employees acquire labor certificates from the U.S Department of labor and work visa from the U.S Immigration and Customs Enforcement. Employing the right employees ensures progressive developing or furthering the health care profession.
Legal research on Health Care
According to Niles (2012), HRM has the responsibility to carry out legal research on health care. The function of the HRM extends to research on rules and regulations that govern health care systems in relation to its employees. It may require the HRM to work with legal professionals such as advocates and lawyers of the hospitals. For example, The Medicare and Medicaid Patient Protection Act statute of 1987 was developed to ensure that the hospitals are well-versed. A legal contract in the process of employment and retention of health practitioners need scrutiny by the HRM. The legal research helps the HRM protect the working force against penalties for violations of health-related laws or disputes arising from employee contract. It is the role of HRM to make sure that the working force is protected from legal matters that may affect their responsibilities.
Employee Management
The most significant role of human resource management is the employees’ management (Niles, 2012). Hospitals need experts who are qualified and reliable to ensure sufficient service delivery, limit the number of complaints from patients, and avoid sanctions from the authorities. The HRM is in charge of evaluating the existing workers in the health facility. The team must also ensure that the performance of human resources is up to par. In the process of managing the employees, the HRM must ensure that they address disputes arising among the employees and the management and finding working solutions to resolve such conflicts. The HRM provide a conducive working condition for the employees. Human resource management ensures that they give employees the necessary tools to perform their roles. Ensuring that the employees enjoy a good working condition also ensures improving their relationship. Health care employees work in a team; for example, the nurses must be in good terms with the physicians to ensure that they provide the best services to the patients.
The process of employee management involves ensuring that workers are rewarded for their services. Health workers work sensitive, and their payment must fit the services they provide. The HRM make sure that the health facilities pay employees. In addition, the management function also involves taking care of the employees’ emotional needs. Employees have the human character which is highly characterized by emotions. The HRM must be able to connect with the employees to understand their psychological needs and meet them. Employee management is the biggest responsibility of HR management.
Moral and ethical responsibility of employees
The HRM in health facilities must have the moral and ethical obligation to ensure that medical codes and ethics are followed (Niles, 2012). The sensitivity of human life ensures that a code of ethics guides caregiver practitioners. The medical code of ethics must be taken under oath during the graduation of caregivers. But not always that that service provider follows the code in the process of providing care to the patients. It is, therefore, the responsibility of the HRM to ensure that the physician and the nurses follow the oath to ensure that lives are saved. Practicing medicine requires the parties to have the discipline to follow the moral and ethical code.
Also, the HRM must develop an ethical code of conduct to cope with moral dilemmas and conflicts situations in the most efficient way. The federal and state governments have established laws to protect the patients and healthcare providers. Law is fundamental to ensure foundational dealing with the welfare of the stakeholders in health. The HRM is therefore involved in the process of introducing efficient standards to enhance the cultural environment in the hospital.
One of the most critical roles of the HRM to ensure the continuity of health care is employee hiring, training, and recruitment (Muller, Jooste and Bezuidenhout, 2006). The field of health care provision is dynamic. It changes every day with complications that happen in the health centers, the technology, the guidelines and standards that are designed every day. Therefore the HRM has been required by the law to make sure that they hire qualified health practitioners. The health practitioners must provide proof for their education, and certification to allow them to practice medicine. After the interview process, human resource management has the responsibility to train the employee on the standards of the hospital, the rules, the technology and assigning them the work. If the HRM fail to get the best employees at this stage it becomes difficult for them to manage these employees and thus cannot improve the health care field.
It is the role of the HRM to ensure that the employees get continued education and training to further the practice. It is the way to ensure that the employees keep up with the changing environment of health care provision. Health care workers must be willing to take part in training, education, and research. Evidence-based practice requires the physicians and nurses to research to help them collect data to use for feedback improving health care in general (Muller, Jooste and Bezuidenhout, 2006). Therefore, the HRM must employ individuals who are self-driven and who have the right document to practice medicine. The role of staffing and placement is, therefore, the most crucial role of the HRM in the aim of furthering health care.
The HRM is focused on employee management and providing a conducive environment for the employees. Therefore the team plays the role of hiring, recruiting, training, remunerating, terminating, and ensuring the safety of care providers in health organizations. The process of recruitment and training involved getting the most qualified persons to help the health facility in improving the process of service delivery. Staffing and replacement role ensure that the health facility gets qualified individuals to provide care (Muller, Jooste and Bezuidenhout, 2006).
The HRM must ensure that employees get paid and motivated for the services that they provide to the organization. The organization must work with the legal department to ensure that employees are safe from the constant suing by the patients. HRM terminate the employment of workers when it is a necessity. The human resources are the most important asset of the Health profession because they use the skills, knowledge, and attitude to provide care (Niles, 2012). Without health care employees, patients cannot acquire the best services.
References
Muller, M., Jooste, K., & Bezuidenhout, M. (2006). Health Care Service Management . US: Juta and Company Ltd.
Niles, N. J. (2012). Basic Concept of Health Care Human Resource Management . US: Jones & Bartlett Publishers.
