MHC6306 Nature and Issues of Healthcare HRM

December 6, 2022

MHC6306 Nature and Issues of Healthcare HRM

Order Number	636738393092
Type of Project	ESSAY
Writer Level	PHD VERIFIED
Format	APA
Academic Sources	10
Page Count	3-12 PAGES

Instructions/Descriptions

MHC6306 Nature and Issues of Healthcare HRM

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Healthcare organizations need to be agile to be able to quickly meet demands. A change-ready organization can quickly adapt to changing circumstances. It can respond instantaneously to changing customer demands. It innovates rapidly and immediately tailors’ services to customer needs.

It can also integrate employees, customers, and suppliers to share knowledge and skills. An HR professional’s job is to create an organization that constantly builds its capacity through building the capacity of the people it employs.

Since all healthcare facilities are ultimately delivered by and to people, a strong understanding of HRM issues is required to ensure the success of any healthcare organization.

Research on the relationship between healthcare in the United States and HRM reveals three major problems:

Rapidly escalating healthcare costs, A growing number of Americans without healthcare coverage Challenges regarding the standard of care These problems have significant consequences.

Therefore, the role of the HR professional has to change from a set, systematized structure to one that is more adaptable, resilient, quicker in changing direction, and customer centered. This can be achieved only if the organizational hierarchy of the healthcare organization is effective and efficiently managed.

There are several types of healthcare organizations. Each has unique challenges, depending on its services, size, and location.

In this lecture you learned about the basic concepts of managing a healthcare organization. In the next you will explore the hierarchy of positions related to the size of an organization.

Resources:

Bondarouk, T., Bos-Nehles, A., & Hesselink, X. (2016). Understanding the congruence of HRM frames in a healthcare organization. Baltic Journal of Management, 11(1), 2.

Hierarchy of Positions in Healthcare

Every healthcare organization has a different organizational setup. There is no single hierarchy of positions that suits all needs. The hierarchy of positions depends majorly on the size of the healthcare organization. A large healthcare organization may have a complex hierarchy system, while a small healthcare organization might have a simple and flexible hierarchy system.

Depending on the size of the healthcare organization, HR professionals may have overlapping responsibilities. In large organizations, the HR generalist, the manager, and the director have clearly defined and separate roles, with progressively greater authority and responsibility in the hands of the manager, the director, and, ultimately, the vice president, who may lead several departments.

Due to globalization, resources are now being shared more than ever, though they are not always distributed equally. It is important to develop a culture that can enable a healthcare organization to meet its challenges. Strategic management is important for aligning these challenges to the goals and interests of a healthcare organization.

In this lecture you gained insight into the various types of healthcare organizations; their organizational hierarchies, roles, and strategic planning processes. You learned about the importance of the HR function in healthcare organizations, the types of healthcare organizations, and the role of strategic planning in healthcare.

You also explored the functional roles in the organizational structure of a healthcare organization. Next you will learn about some of the challenges Human Resources faces in organizations.

Challenges for Healthcare Organizations

HR professionals face many obstacles in their attempt to deliver high-quality healthcare to people. Some of these obstacles include budgets, regulatory compliance issues, a lack of congruence between different stakeholders’ values, absenteeism rates, turnover rates, unionization threats, and low morale of healthcare personnel.

Since all healthcare is ultimately delivered by people, effective HRM plays a vital role in the success of any healthcare organization. HR professionals help healthcare organizations determine how best to use their people.

Sociodemographic elements such as age and distribution of the population play a key role in the healthcare system. An aging population leads to an increase in demand for health services and health personnel. An aging population within the healthcare system itself also has important implications. For example, additional training of younger workers is required to fill the positions of the large number of retiring healthcare workers.

Workforce training is another important issue. It is essential that HR professionals consider the composition of the health workforce in terms of both skill categories and training levels. A trained and competent workforce is essential for a successful healthcare system.

Workforce mobility creates additional imbalances that require better workforce planning, attention to issues of pay and other rewards, and improved overall management of the workforce. HR professionals play an integral role in organizational success through their knowledge of advocacy of employees. This advocacy includes expertise in how to create a work environment in which people are motivated, contributing, engaged, and happy.

Fostering effective methods of goal setting, communication, and empowerment through responsibility builds employee ownership of the organization. HR professionals help establish an organizational culture and climate in which people have the competency, concern, and commitment to serve customers well.

There are unique challenges and HRM responses to current trends and changes in healthcare. You have examined the challenges in the healthcare industry that can threaten the success of HR strategic initiatives in an organization’s overall plan.

Next you will learn about the legal issues affecting healthcare organizations, the role of HRM in dealing with these legal issues, the major laws affecting healthcare, and the legal and ethical responsibilities of a healthcare organization. Review the following resources for more about these topics.

Resources:

Levkovich, N. (2016). The fourth aim: How do we care for our healthcare workforce? Families, Systems, & Health, 34(2), 185-186. https://su.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pdh&AN=2016-27364-013&site=eds-live

Week 1 Discussion

Discussion Topic

Before beginning work on this discussion forum, please review the link “Doing Discussion Questions Right” the expanded grading rubric for the forum, and any specific instructions for this topic.

Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.

HRM Metrics in Healthcare Organizations

HRM metrics and measurements can be powerful in showing areas where healthcare organizations can improve and better meet the needs of the organization, employees, and patients or customers. HRM metrics can also help provide meaningful data to help make better decisions and changes.

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Tasks:

In a minimum of 300 words, post to the Discussion Area your responses to the following:

How should an HR department of a healthcare organization measure its effectiveness? For example, if job satisfaction has improved among nursing staff, how would you isolate the effect of HRM policies or programs from the effect of other organizational and external factors?
Which of the commonly used HRM metrics would you, as an HR manager of a healthcare organization, use? Why? Use an organization as an example and briefly describe it.
How should HRM metrics be used to measure the success of the HR department’s goals related to improving the performance indicators of the entire organization?

Provide reasons and evidence in support of your responses.

To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Your initial posting should be addressed at 300-500 words. Submit your document to this Discussion Area by the due date assigned. Be sure to cite your sources using APA format.

Respond to your peers throughout the week. Justify your answers with examples, research, and reasoning. Follow up posts need to be submitted by the end of the week.

MHC6306 Nature and Issues of Healthcare HRM

RUBRIC

Excellent Quality

95-100%

Introduction

45-41 points

The context and relevance of the issue, as well as a clear description of the study aim, are presented. The history of searches is discussed.

Literature Support

91-84 points

The context and relevance of the issue, as well as a clear description of the study aim, are presented. The history of searches is discussed.

Methodology

58-53 points

With titles for each slide as well as bulleted sections to group relevant information as required, the content is well-organized. Excellent use of typeface, color, images, effects, and so on to improve readability and presenting content. The minimum length criterion of 10 slides/pages is reached.

Average Score

50-85%

40-38 points

More depth/information is required for the context and importance, otherwise the study detail will be unclear. There is no search history information supplied.

83-76 points

There is a review of important theoretical literature, however there is limited integration of research into problem-related ideas. The review is just partly focused and arranged. There is research that both supports and opposes. A summary of the material given is provided. The conclusion may or may not include a biblical integration.

52-49 points

The content is somewhat ordered, but there is no discernible organization. The use of typeface, color, graphics, effects, and so on may sometimes distract from the presenting substance. It is possible that the length criteria will not be reached.

Poor Quality

0-45%

37-1 points

The context and/or importance are lacking. There is no search history information supplied.

75-1 points

There has been an examination of relevant theoretical literature, but still no research concerning problem-related concepts has been synthesized. The review is just somewhat focused and organized. The provided overview of content does not include any supporting or opposing research. The conclusion has no scriptural references.

48-1 points

There is no logical or apparent organizational structure. There is no discernible logical sequence. The use of typeface, color, graphics, effects, and so on often detracts from the presenting substance. It is possible that the length criteria will not be reached.