Health Care Human Resource Management

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Health Care Human Resources Management

It used to be that human resource was only thought of as the department who hires employees and safe keeps the clerical part of the organization. Human Resource is much more involved in the entire structure of the organization then just the clerical part of it. Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The HRM department is responsible for three major areas including staffing, employee compensation and benefits and defining and designing work. HRM works for the benefit of the organization through managing its greatest business asset which is the employees. The task of managing employees of an
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Most millennials want intergeneration participation. They want to feel like they are a part of something larger than themselves. Finally they prefer to be a part of a company whose work is centered on positive impact in the real world. Companies expect far more from their Human Resources than just maintaining completed paperwork of new employees and processing payroll. Human Recourses can become more of a strategic partner working along with senior management. Human Resources should seize the opportunity to become a more strategic leader in the direction of the organization. Human Resources has the skills and ability to provide direction related to the new employment trends and how best to keep a high skilled and competitive workforce. They should have a well-planned succession plan where they can provide direction on how to prepare employees for leadership roles. Human Resources should be on top of trends such as projected shortages or labor surplus that it does not have a great effect on the organization. They should be able to assure leadership that the facility can remain adequately staffed in light of any staffing shortages such as the recent shortages among registered nurses. By providing this direction,” HR can prove itself to be a strategic business partner who can adapt to change and is an advocate for his organization and its employees” (Mayhew 2010).
Adopting a single model of human resources
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