The Joint Commission Understands Human Resource Management

* * From the scenario “Learnscape 1: More Help Needed – Now!”, examine the role of human resources in health care organizations. Suggest a key characteristic that is required by HR to establish effective relationships with line managers, indicating the likely impact to the organization.

Joint Commission. (2010). Management of Human Resources. CAMH: Comprehensive Accreditation Manual for Hospitals, Hr-1 - HR-10.

It is vitally important for any organization to hire the best candidates for their company. “The hiring approach or strategy is imperative to any organization seeking to dominate or sustain themselves with-in their market-place.” (Sullivan, Dr. John, July, 25, 2011).

Fallon, L. F., & McConnell, C. (2007) Human Resource Management in Health Care: Principles and Practice.

The Human Resources and Compensation Committee consists of three or more directors who must all be outsiders, unrelated and independent with one of the members of the Committee. This committee is responsible for any appointments, promotions, terminations and performance assessments for senior leadership team to include the CEO, monitors the succession plan developed and executed by CEO, approve pension plans for the organization, and reports on occupational health and safety matters. The committee does include the CEO but when matters of CEO compensation are discussed it mandates that the CEO must leave the meeting (Human Resources and Compensation Committee Charter, n.d.).

“Behind every exquisite thing, there was something tragic” quoted by Oscar Wilde. In healthcare, quality of care is measured by resident satisfaction. While residents are typically the number one priority, valuing the ones who provide the care, play an important role in employee appreciation. The healthcare industry is known for high turnover rates not necessarily pinpointing the reason for turnover. In healthcare it is expected professionals adapt to change considering the realm of care is forever evolving. Pinpointing the root of turnover and making employees feel a part of their work environment can reduce high turnover rates among healthcare communities. I did my internship at Compass Pointe Healthcare Systems shadowing Human Resources to better understand HR and its role in the healthcare community. Compass Pointe Healthcare Systems mission is to improve their health care systems, nurture those in their care, provide continuous education and training to their associates and remain accountable to their stakeholders. Compass Pointe strives to be its industry leader in all aspects of care, providing the best quality of care within their facilities. Compass Pointe has

The first thing to consider when planning on hiring people is the overall goal of recruitment clear goal of what the company wants to achieve. (Chen et al, 2004). The need arises to complement the situation of the organization, such as recruitment may be to substitute an old staff due to career advancement, or retirement or creating a new role of work (Buchan and Dal Piz, 2002). In whatever situation, the company needs to have a precise understanding of the standards, such as skills, competence, education and working experiences. (Thornley, 2000).

Employment decision-making must be based only on skills that are related to job performance, which include education, personal experiences, qualifications and career.

* The role of hospitals' HRM in shaping clinical performance: a holistic approach Keith Townsend, et al.

Where do human resources fit into this health Care system? “The management of human resources is an important function within HSOs because the performance of HSOs is tied directly to the motivation, commitment, knowledge, and skills of clinical, administrative, and support staff. Human resources actions of HSOs are undertaken for both strategic and administrative purposes. A variety of human resources activities are included within the human resources area, and these activities typically fall within the domains of workforce planning/recruitment and employee retention. While human resources serves as a support function for line managers within HSOs, line managers and staff managers carry out human resources management roles as well, because they are involved in hiring, supervising, evaluating, promoting, and terminating staff. Therefore, human resources staff and other manager’s work closely to ensure, that HSOs perform well. The contribution of the human resources management function is increasingly being evaluated by senior management, similar to other organizational functions, to determine the net contribution of human resources staff to organizational success. It is likely that management of human resources will increase in importance in the future, as HSOs face heightened external and internal pressures to recruit and retain committed

The role of human resource management is being increasingly affected and reshaped by the growing diversity of the workforce, global and domestic compensation, and complex legal and ethical issues (Kabene, Orchard, Howard, Soriano & Leduc, 2006). Human Resource management is faced with the hardship of balancing its responsibilities towards the organization it serves as well as to the society in which it operates in. HR Departments need to work with individuals in the organization to ensure the organization is successful and make sure every employee understands his or her duties (Gomez-Mejia, Balkin, & Cardy, 2010).

The three key functions of the human resource management (HR) department that support the health care field the most are: motivating healthcare employees, demographic and diversity trends, and information systems in the field. (ncbi.nlm.nih) If an organization is unable to provide a work environment that motivates its staff to perform to their maximum potential, staff will gravitate to another organization. Healthcare organizations must value their staff by providing professional training opportunities that allow for professional growth and advancement within the organization. Employees must be valued for their training, talents, and motivation when productivity and performance improve. If employees feel they are a valued partner in

Position Matching. Another vital component to the selection process is matching the right individual to the position. For example, a senior level staff member in charge of the organization’s finances must have experience and knowledge relating to the management of how a company’s finances are handled. If the candidate’s experience and skills do not match the position being filled, then obviously, this candidate is not the right match. Hiring a candidate with only some of the skills needed for that specific position could put the organization in a very compromising position. (McDonald, 2012)

The Figure 2 described the recruitment model and the recruitment model with the various other associated activities. Also the figure 2 clearly indicates the presence of the dynamic environment and the other organizational strategic business plan and the human resource strategy, the human resource plans and the policies . The recruitment model presented above indicates that the HR policies and the HR strategies are directly related with the vision and the strategic plan of the business. The recruitment model includes the number of activities like job design, recruitment and the selection processes, the creation of the human resource development plans, diversity management

While cutting budget cost is important, current employee happiness should be the upmost priority, and according to one study (Streimikiene, 2009), job satisfaction has gone down dramatically in the United States over the years. Having unsatisfied employees lowers productivity and raises the turnaround rate, contributing to costly rises in operational costs within the Human resources department. Human resources are significant and crucial part of the company’s success; they budget the company's spending habits and negotiate better rates for employee benefits, including health care coverage. This department also ensures that the company is running smoothly by resolving conflict amongst employees or between employees and management. Anything that pertains to employees or managers is managed by the human resource department.