Literature Review On How Human Resource Management Affect The Success Of A Health Care Organization

Management is important in any environment, but especially so in the healthcare field.  As the health care system continues to evolve, sound management is critical to the survival of health care institutions (Johnson, 2005). The management team in a healthcare environment must always aim to improve the efficiency of the day to day activities and constantly plan for ways to improve the productivity and efficiency. Every manager’s main duty is to succeed in helping the organization achieve high performance while utilizing all of the organization’s human and material resources. On a daily basis health care managers must recognize performance problems and

1. In what sense are all healthcare executives’ human resources managers? How can executives best prepare to perform well in this HR Function?

The HR department officials in most organizations perform as they should. In most cases, they also focus on achieving the right things. Human Resource departments focus organizing, controlling, and hiring employees in organizations. When organizations apply HR practices, the results are great client satisfaction, a good net margin, and reduced sickness absence (Richard and Johnson, 2001). Vermeeren et al. (2014) posit that there is a great relationship between performance and HRM. Most organizations use the human resource department to ensure that operations run smoothly.

The role of human resources is also very important in maintaining an effective health care industry. If the managerial personnel are performing their duties effectively and efficiently in a health care organization, the organization will automatically progress. Additionally, the organization will provide the improved outcomes of the patient health and health care delivery as well. This is so because human resource is also considered as one of the most important inputs to effective health care services. Although there exists a variety of challenges in inducting qualified human resource professionals but there is a strong need to solve this issue. (Kabene, 2006)

The most challenging area Mrs. Dukes faces is staffing. For a well- developed health care system, sufficient, highly motivated and skillful employees are essential components (Saleem, 2015). It is important that we remember people are the most important and valuable asset of an organization. Every position is an important position and it takes skillful and effective people to fill those spots. “Staffing is the managerial function concerned with the procurement and maintenance of human resources” (Dunn, 2010). Having the right staff members is key in running an organization. If you hire individuals who are

Hernandez, S. Robert, and Stephen J. Connor. Strategic human resources management in health services organizations. 3rd ed. Clifton Park, NY: Delmar Cengage Learning, 2010. Print.

Healthcare organizations do not contribute to the society’s welfare and impact the society positively therefore the relationship with the stakeholders is poor. With a poor relationship, this causes conflict between the patient and the doctor. Enough financial resources should be allocated to prevent quality of care issues and improve the quality of care to the patients. The moneys allocated can be used to purchase equipments that are beneficial to the care of the patients. There are many issues when it comes to the allocation of resources and should be cost effective to ensure the health benefits of those in the community that are being treated. If the allocations of the resources are not done correctly it can affect the community. Human resources should allocate financial resources to eliminate the shortage of doctors and nurses which has affected the performance and

Manage a health care organization is not an easy task, the compromise with the community to provide an excellent service and the responsibility of keeping the profitability and viability of the organization makes health care management a complex and every day challenging profession. It require effective practices to avoid the failure of the business.

1.1 Human resource management is crucial to the success of this goal since it identifies the increasing recognition that health care

This paper seeks to look into organizational behavior in health care management and most importantly its impact on health care management and delivery. Organization behavior is crucial in guiding the regulatory activities, the staff activities and the overall culture that directs an organization. Organizational behavior in health care setting is paramount to ensuring patient safety, ethical behavior among the medical practitioners, patient-centered care and effecting change in the facilities which is bound to improve healthcare delivery and patients’ satisfaction. The strategic management of any health

There are different avenues an effective health care organization can improve their HRM department within that specific health care organization. One of the main roles of a HR management is the hiring and selection process of a new employees. These trends for the community in the health care organization needs to be examine. There has to be a way for a strategic planning for the HR department to become a partner in their perspective organization. This means there should be ways to develop relationships between the executives, other department and the HR department. This can then be carry into the different employment rules that are needed to be follow for a fair and unbiased hiring and selection process. There are trends that

In developing an ideal human resources organization for a 500-employee health care provider organization, I borrowed from a few different HR models. Fallon and McConnell (2007) report that the combination of various HR models is not only expected, it can also be beneficial. I would argue that incorporating practices associated with the humanistic model of HR would be helpful with the development of an ideal health care organization. The humanistic model focuses on the growth and development of employees (Fallon & McConnell, 2007). The growth and development of employees within a highly skilled and highly educated workforce will be necessary to retain the best employees and keep employees competent in the rapidly changing health care field.

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will