Attracting, retaining and motivating top talent is crucial for the success of any healthcare based organization. Current trends in healthcare have a focus in the patient-based outcome, which includes patient satisfaction. An important requirement for gaining patient satisfaction is the development of positive interpersonal relationships. Such relationships not only require the right members of staff but also an ability to effectively motivate these members of staff and ensure their engagement at all times. Further, healthcare staff members, both at a clinical and administrative level require specialized skills for specific organizations. I high employee turnover can thus be exceedingly expensive in terms of the hiring process and the training of new members of staff (Bratton & Gold, 2017). These grounds cement the reason for adjusting human resources management systems for modern healthcare organizations. Such adjustments should seek to reflect that the organization cares about the needs of the members of staff so that employees can also care about the interests of the organization.
Three Outdated Practices to Eliminate and Replace
The first outdated HRM practice that Metro Health Center is processes that cause the hospital to delve into the private affairs of members of staff inordinately. For example, under traditional HRM approaches, staff members have to apply for leave based on personal grounds such as ailment, family problems, bereavement and other personal issues (Bratton & Gold, 2017). Such applications leave a paper trail that records intimate issues about members of staff. In some cases, employees fail to request for time off as they are apprehensive about sharing personal details with the administration. To solve these, Metro should come up with a generalized Paid Time Off (PTO) policy. Under the policy, each employee gets a number of personal days to use on application without having to divulge personal information.
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The second practice that Metro should abandon is a one-way communication system. Under this approach, management would communicate instructions to employees, without employees having the capability to provide feedback to administrators. Employees are the foremost experts regarding their specific workstations. Allowing them an avenue to communicate and play a role in planning regarding their work is crucial for motivation and engagement (Bratton & Gold, 2017). Metro can improve two-way communication by organizing open forums for consultation between employees and management. There should also be a private communication forum such as a suggestion box for employees who wish to communicate anonymously.
Finally, Metro should change the HRM practice of blind employee evaluation systems. Employee assessment and evaluation is an important tool in HRM as it enables organizations to get a fair return for wages. However, the traditional system of ambush-based evaluation processes is unfair and retrogressive. It creates fear and apprehension among employees as they are unaware of the particulars of evaluation parameters (Bratton & Gold, 2017). Metro should adopt the modern employee assessment processes that embrace transparency. Under this process, employers inform employees about the assessment process and its parameters beforehand. Employees are also involved in setting quotas through a consultative process. Such an approach mitigates in employee apprehension as employees understand the kind of conduct they should adopt or avoid to get positive assessment results (Bratton & Gold, 2017).
New Organizational Mission and Corporate Strategy
Organizational mission and corporate strategy have in the modern dispensation become important components of HRM management. According to Thakor (2019), the traditional focus of the organizational mission was the making of profits and expansion of the commercial interests of an organization. However, in the modern era, missions and corporate strategies should provide inspiration for stakeholders by showing that the organization seeks to make a positive inference in the world. For example, Metro Health Center can inspire its employees by having a mission statement that reflects that it cares more about community health that profits. Its corporate strategy should also reflect that it cares about its internal stakeholders who include employees and external stakeholders who include patients.
Organizational Mission : To provide comprehensive and effective public health services through a combination of prevention, mitigation, and intervention.
Corporate Strategy : To invest in the best possible human talent, equipment, and supplies in order to provide the optimum public health services to the communities we serve. We shall seek to reduce the burden of public health management by focusing more on preventative health to ensure a healthier community.
Legal Considerations for when Developing New Employee Selection Procedures
The hiring of members of staff an HRM issue but it may also have legal implications for employers. Among the most important legal issues to consider in the hiring process is the avoidance of discrimination (Sperino & Thomas, 2017). Federal laws make any form of discrimination based on issues such as race, ethnicity, gender or religion illegal. For example, interview questions should not focus on issues that can raise apprehension for potential discrimination. Secondly, it is important to factor laws such as the Americans with Disabilities Act (ADA) and the Equal Pay Act during the selection process (Sperino & Thomas, 2017). Breaching provisions of these acts can create legal liability. Finally, the selection panel should avoid making inquiries that delve into mental health issues or psychological evaluation without the informed consent of the interviewees. If an evaluation that takes a mental health perspective is necessary, the employer should involve a licensed psychologist.
Conclusion
Good human resource management begins with the ability to attract and retain top talent for the organization. To attract top talent, an organization needs to have a mission and strategic plan that will be appealing to the modern worker. Modern workers want to feel that the organization they work for is making a positive difference in the world. Further, the organization needs to invest in modern HRM approaches in order to keep the employee they attract motivate and engaged in order to prevent high employee turnover. In the healthcare sector, having a motivated and engaged workforce also ensure a propensity for patient satisfaction. Finally, the hiring process has to adhere to applicable laws to avoid legal liabilities.
References
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice . New York City, New York: Palgrave.
Sperino, S. F., & Thomas, S. A. (2017). Introduction (Unequal: How America's Courts Undermine Discrimination Law).
Thakor, R. E. Q. A. V. (2019, November 27). How to Help Your Team Find Their Higher Purpose. Harvard Business Publishing . Retrieved from https://hbr.org/2018/07/creating-a-purpose-driven-organization
