Human Resources
Healthcare
Strategic human resource management:
Applications in a healthcare organization
It has been said that one of the great ironies of healthcare is that despite the fact it is an industry where the 'human' dimension is so important, the HR department is often one of the most-overlooked aspects of healthcare organizations. "There is arguably no other labor-intensive industry that is so reliant upon a highly skilled, highly educated, high-cost, and high-in-demand workforce that literally makes life-or-death decisions every day. And yet, in many hospitals and health systems HR remains an afterthought in the C-suite" (Commins 2013:1). However, the need for change is constant, and many organizations are finding they must 'adapt or die,' given the new realities they are facing. "by the federal healthcare law, the inevitable and growing shortages of skilled healthcare professionals, and the newfound and measurable importance of patient satisfaction scores for reimbursements will prompt a reassessment of HR in strategic planning" (Commins 2013:1). HR must be first and foremost in the minds of the strategic thinkers of today's organizations and HR professionals must act as advocates for the needs of their department.
In the past, HR has often taken what has been described as a 'reactive' role to any crises that might beset the industry, which is the very antithesis of the strategic approach demanded by current organizational circumstances. However, when HR is prioritized and "the different kinds of clinical and non-clinical staff responsible for public and individual health intervention are given equal priority to considerations such as finance and technology," then the "the knowledge, skills and motivation of those individuals responsible for delivering health services" may be optimized (Kabene et al. 2006). Without these factors, other aspects of healthcare are not useful to patients, as they must be in the hands of clinically competent staff: technology, marketing, and quality controls all must be implemented by doctors and nurses who are qualified and care about their patients.
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Motivation grows out of the awareness that someone gave the time and effort to notice one's achievement (Klaff). Recent strikes against continuously rising health care costs have strained all employers and labor and employee relations. Employers have been trying to reduce double-digit cost increases by modifying health-care plans, which shift the expense to employees, by raising premiums for family members to providing alternatives (Klaff 2003). Health care costs have been
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1. Best practices and compliance with recruitment laws The first step towards filling the request will be to review the various H.R. best practices and compliance to minimize an employee lawsuit's risk. The review will be done on issues such as hiring, wage requirements, and employee classification. To ensure this, the H.R. department will establish a strategy (assuming none exists at the moment) for regulatory reviewing and updating compliance procedures and
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