The Importance of Human Resource Management in Healthcare
Promotion of Ethical Conduct in the Delivery of Care
Effective human resource management boosts several ethical practices in the healthcare setting. Human resource management enhances professionalism in service delivery, whereby, it promotes behavior which is appropriate for medical practitioners. The management ensures that a healthcare center demonstrates fairness during the allocation of resources for various initiatives, clients and care services (Townsend, Lawrence, & Wilkinson, 2013). Proper management systems enable better addressing of ethical aspects of patient care towards their end-of life and enhance patient privacy and confidentiality. The promotion of ethical practices in the health system is important because health centers are evaluated on their ability to protect privacy and confidentiality of their clients and other ethical parameters.
Human resource management department is critical in comprehension conflicts of values that underlie workers’ conduct and improvement of an institution’s ethical environment. An illustration of human resource management is when the staff encounters problems associated with their interactions with people of different cultural background or ethnicity, which is usually treated as an ethical concern and cultural issue. Ethical and other related issues are usually referred to the human resource management (Azeem & Akhtar, 2014). Effective human resource management is significant in ensuring that the ethical surrounding is promoted. When an organization’s ethical environment is improved, both the employees and clients’ comfort and security is guaranteed, thus positively impacting healthcare.
Human resource management can influence an institution to view ethics as a component of quality. Most employees then are likely to view ethics as significant to the quality of health care equally as the customer service and technical competence. The employees recognize that problems can arise as either quality concerns or ethical issues and their implications on each other. In organizations with strong human resource management, there are interventions to encompass ethical practice expectations, and the institution’s incentive and reward systems are in line with its values and mission (Dulebohn, Molloy, Pichler, & Murray, 2009). When ethics is viewed as a part of quality, the level of services offered to clients is undoubtedly up to standard, subsequently improving the care offered to patients.
Maintenance and Sustenance of Employees
Human resource management is responsible for proper hiring of healthcare professionals. The quantity and healthcare consumables cost are rapidly increasing, which positively correlates with the healthcare cost. In some systems, these costs can influence the organization’s ability to recruit and sustain effective medical professionals. In all healthcare systems, human resource management is responsible for obtaining of an appropriate balance of labor force supply and the healthcare professionals’ ability to carry out their duties effectively and efficiently. A medical practitioner with insufficient tools is as inefficient as acquiring required tools without the presence of a professional. Human resource management aids in striking this balance. Adequately trained and competent labor force is fundamental to any healthcare system’s success.
The management ensures that there is maintenance of employee satisfaction. Consistent migration of healthcare professionals is a concern that comes up during the analysis of the world-wide healthcare systems. Investigations point out that the practitioners’ movement to more developed regions is common to all nations. Employees’ migration creates more imbalance, which demands workforce planning, focus to pay issues and other incentives, and enhanced general management of human resource. The health system that utilizes job rotation opportunities to hire and retain practitioners stands to benefit more especially in the developing nations (Azeem & Akhtar, 2014). Management of human resource’s investment in employee development and subsequent satisfaction is critical in ensuring quality health service provision.
Workforce management is also critical in the provision of employee benefits. In additional to the pay incentives, developing countries usually utilize other techniques such as proper housing, infrastructure, and opportunities for work rotation to hire and retain medical practitioners. This is because many health employees in the developing nations are usually underpaid, inadequately motivated, and extremely dissatisfied. Health employees’ migration is a crucial human resource concern that demands careful analysis and monitoring. The human resource management of the healthcare facilities should, therefore, offer these employee benefits so as to maintain and sustain highly competent and efficient health care professionals (Dulebohn et al., 2009).
Human resource management is crucial in instilling of discipline in the medical practitioners. Discipline in healthcare institutions cannot be underestimated because workers’ motivation, productivity, and an organization’s profitability are prone to adverse effects (Takeuchi & Takeuchi, 2013). Human resource management is tasked with resolving problems and conflicts that arise in the workplace. Behavioral concerns in healthcare settings are tackled by the human resource department by summoning the conflicting individuals and taking action that is in line with the organization’s policy. This ensures that discipline is upheld in the healthcare system.
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Finally, workforce management is responsible for employee profiling. Profiling is beneficial because it can be utilized in the identification of excellent performers and aid in the development of a profile to be utilized in order to ensure that only people who are likely to be excellent performers are hired. Profiles enhance fast assessment implementation and decrease costs associated with work evaluation or custom content development.
Significance of Hospital’s Setup for Success
Human resource management minimizes abuse, risks or liabilities. Human resource is fundamental in the identification of risks via brainstorming and documentation of possible risks. This could be done by carrying out internal audits. They consider general risks and specific risks related to the institution. There are numerous risks including personal harm, abuse, environmental and medical risks, and many others. After identification of a risk, the human resource management assesses it based on the probability of occurrence and severity of its effects. Finally, they develop techniques for management of the risk. Some of the management intervention include avoidance of the provision of service or carrying out activities due to the high risks accrued, and the acceptance of some risky practices that are pivotal to the institution’s mission, which makes the company decide to accept the risks.
Additionally, risks can be modified to minimize the probability of their occurrence or to decrease the severity of their effects. Policies and guidelines are critical to risk management since they outline expectations and boundaries (Krishnakumar & Elakiya, 2012). Finally, risks can be shared or transferred by signing contractual negotiations with other institutions to spread the risk. The reduction of risk sets up the health facilities for success.
Human resource management maintains and implements policies to ensure that the facilities are successful. Once the guidelines and policies have been outlined, the workforce management is responsible for their maintenance and application. They outline guidelines, and assign duties to individuals responsible for every stage. They communicate the outline to ensure that all the involved parties, patients, practitioners and other stakeholders, support the plan. They offer training for all the institutional workers to ensure that everyone comprehends the guidelines and policies. They monitor the proposed plan to confirm its functioning, policies’ alterations, expansion or reduction of the programs, change requirements, compliance with the plan, and demand for retraining or better communication (Azeem & Akhtar, 2014).
Finally, human resource programs promote transparency between the public and an institution. The programs for the healthcare system encompass attempts to elevate equity and fairness. Techniques aimed at improving equity in connection to the demands need more systematic health services planning. Some of the measures include the development of financial protection techniques, targeting particular demands and groups, and redeployment of services. Human resource experts ought to utilize these measures so as to elevate equity in their institutions (Takeuchi & Takeuchi, 2013).
Human resources affect health system by transitioning the programs. There are changes that occur in the power structure and organization, which sieve through and affect healthcare professionals. Some jurisdictional alterations including political and bureaucratic changes that take place may lead to rearrangement (Townsend, Lawrence, & Wilkinson, 2013). Another way of transitioning is adopting austere strategies which are the effect of reducing costs, thereby decreasing expenses and elevating efficiency. Sometimes this builds up tension and stress due to alterations that challenge prior activities.
When there is a build-up of tension or fear among colleagues the human resource managers are tasked with effective handling of the concerns. Human resource management is responsible for limiting the power-of some employees when there are any sorts of crises. The workforce management tackles problems by reducing specific employees’ power so as to strike balance. This is critical in a bid to set the system for proper functioning. All the above-mentioned transition means are managed by the human resource management team and are critical in ensuring that normal activities of healthcare service delivery are up to standard. Most of the transitions are aimed purely at improving the healthcare service delivery system.