The Role of Human Resource in Healthcare

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 a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an

Human resources departments (HR Departments) are important and vital assets in a health care organization because HR Departments understand what health care is from a payers, physicians, consumers, regulators, and employees perspective. HR Departments provide strategic planning and functional support to an organization. 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, L., Balkin, D., and Cardy, R., 2010).

This is very important to Human Resource Professionals because they are the ones that make sure organization objectives are being met, and policies are being followed. It is the Human Resource professionals that deal with staffing, compensation, safety and health, training and development as well as employee and labor relations issues. Therefore if any situations in the workplace occur

The Human Resources Department is a critical component in the health care workforce. They are in many ways the backbone of an organization as they handle a variety of issue that employee have. Some of the most complicated issues that Human Resources has to deal with is disability discrimination. The reason this subject is very difficult is because of the acts that protect the disabled from discrimination. First there is the Rehabilitation Act of 1973 and the second is the Americans with Disabilities Act. These acts cast a wide shadow over what is discrimination and what is not, but not every situation can be visibly seen as discrimination or not as there are many other factors that come into play. The Human Resources department not only has to deal with issue of internal discrimination but also discrimination in hiring practices. This department has to be knowledgeable enough to distinguish what is discrimination and what is not and help to make proper decisions that are best for the employee or job applicant and the employer.

In any organization it is important for HR to touch all levels of the organization and to understand the organization’s environment. An organization who values their employees cannot afford having a human resources department that does not function in a strategic partner role. Human resources professionals, in organizations are equipped with the knowledge, skills and abilities to work with talented senior leaders in an organization. They have the ability to successfully partner with each department within an organization to understand the overall business. HR professional can assist in designing strategic plans to balance the needs of the organization, the employees and the stakeholders. HR can help align efforts of the various functions within the organization with the established goals. They can support the organization’s functions by recruiting, developing and retaining company team members who are crucial. HR should be the driver of the organization’s values. They must not only focus on internal tasks but must step outside the box and fully understand the organization as a whole, how it operates, the competition and what could influence the organization's progress. They must be able to handle change, perform environmental scanning, understand outsourcing and processes

According to a human resources department job description posted by Henry Ford, the many functions of the HR department at Henry Ford include working on issues and policies of employee benefits, employee compensation, employment, e-HR, organizational performance and learning, payroll, training and education, performance evaluation, employee retention, and legal and regulatory issues, among many other functions (Linkedin). Having a wide range of duties like this requires a complex model that can cover all aspects of the job without over-stepping the boundaries between HR and other departments. “The human resources department of any healthcare entity is responsible for the people side of the business. Not only must human resources department protect and encourage the quality of the patient’s relationship with the healthcare entity, but it also must protect and encourage the quality of the employee’s relationship with the healthcare entity” (Shi 2007). This is a macro look at the basic function of the HR department within a health setting.

The human resource department has insufficient system and practices to fulfill the objectives of the organization successfully. With a devalued sense of equity and expectancy of the HR and employee relations, any attempt of a flourishing organizational alignment is dismal. A human resource department is vital to the success of the management of people within an organization. The leadership team should realize this and utilize the strength that lies within the HR structure to its own advantage.

Human Resource Management (HRM) are activities managers perform to plan for attracting, develop, and retain a productive workforce (Kinicki & Williams, 2016). The role of human resource management is to prepare, develop, and administer policies and program designed to make expeditious use of an organization human resources. Part of control which is concerned with the people at work and with their relationship within an enterprise. HRM have their hands full; they have to face employees daily with a complaint, write-ups and sadly terminating of the worker. All areas of HRM such as, staffing, orientation, training, development, pay wages benefits are all significant parts that are dealt with daily. Human resource management presents itself as

The health care industry is continually changing. The industry always has the opportunity for growth and improvement. However with that come many different topics to consider and analyze. Each topic brings its own views and ideas as to how it can help or affect the health care world. We will be analyzing some of these important topics and how they partake in health care.

The role of human resource department is vital to the success of the organization and its employees. Back in the day, they called it the "personnel department" because of its systems in place for the people of the organization. During this assignment, I will be discussing the human resource systems and how they handle issues in the organization. More specifically, I'll be discussing how my last facility addressed workplace safety issues related to staffing the labor & delivery unit.

The human resources department has numerous responsibilities. The success of a company is depended upon the adequate functionality of the human resources department because it serves as the source of workforce. There are 10 top best practices recommended for the human resources.

Figure 2a above shows the diversity in health professions, the educational requirements and percentage growth for each practice in the healthcare field between 2014 and 2014. The health professions are responsible for 9 percent of jobs in the market in the United States and is projected to rise by 2024 to 19 percent (Bureau of Labor Statistics). However, with the changes in this industry that are due to trends in our developing world, health professionals must constantly espouse new regulations implemented by Health Management Organizations (HMO). This paper will elaborately discuss trends that are largely the major forces that drive change in the healthcare professions. Trends such as the shift from inpatient to outpatient care and the focus

Recently, medicine in the United States has been experiencing a period of upheaval far greater than baseline with the Affordable Care Act, regulations for EMR’s, or the transition to ICD-10, to name a few. These changes are affecting many things in medicine. Altering not only the cost of doing business but the way in which it is conducted. Institutions must be able to adapt and innovate to stay at the top of the game. We in health care must be searching for and adopting strategies that address the multi-faceted issues facing healthcare today. It 's not about simply providing top notch medical care to patients. We must also deal professionally and efficiently with insurance providers, the government, and other institutions. On top of this we must also ensure that our solutions, policies, and products are appealing to, and enhance, the work environment of health providers at all levels. During my clinical years of medical school I noticed a substantial lack of business knowledge on the part of individuals and institutions. When working

Like many managers, Dana finds herself in a frustrating situation. Dana is struggling to get results from management and from her team. With a possible corporate restructuring on the horizon, now is the time for Dana to redirect her management style to a symbolic leadership style. Leading symbolically will require Dana to make some changes (Giulioni, 2013). In order to begin fixing the human resources issues at HealthAmerica, Dana must focus on leading symbolically.