Role of Human Resource Management in Health Care Facilities
Key roles
Human resource is essential in any medical facility. One role that it plays in the management of the employees and supervision of the duties they have to undertake. It also plays a role when it comes to coming up with the specific qualities that an organization should be looking for more, so when it comes to the recruitment and selection process.
Functions
- Recruitment and selection- human resource management ensures that the organization has the right employees by conducting effective and efficient recruitment processes that give them the right breed of employees
- The discipline of the employees- Human resource management is in charge of coming up with the disciplinary mechanisms that the employees should be subjected to and ensure that such is adhered to effectively (Shipton et al. 2016).
- Employee appraisal- performance appraisals are usually conducted by this department because they look at the organizational demands and whether the employee in question has met them (Shipton et al. 2016).
- Advising the organization on staffing needs- the organization always seeks advice from the human resource management wing as to whether they are adequately staffed and how far they can push with their staff.
- Set the code of conduct to be adhered to by the employees- this wing of management ensures that all the employees at the facility adhere to a specific system that will be used to identify the behavior of the organization.
The most important HR function
I believe that the recruitment and selection function is the most crucial function that the HR perform, which should spur the facility to the advanced standards. Every organization takes in employees, but then it is always risky for the organization as they do not know some of the traits of these employees before the recruitment. The function of HR is to look at the interviewees and see whether they match the organizational needs. The idea at this stage has always been to ensure that the healthcare facility has the correct type of employees that will be able to push it towards achieving their targets. Once the objectives have been set, every employee has to ensure that they are focused on that target. As a result, the recruitment wing, which is the human resource department, must always make sure that they strictly pick out employees who show a powerful affiliation towards that same stage or level of ambition (McDermott et al. 2019). Picking out the employees well makes the organization stand out even as it ideally makes them more reliable because the company can now plan to know that they have employees who are in the same target gap.
Role of HR in the organization’s strategic plan
HR is in charge of all employee activities. The strategic plan, on the other hand, is supposed to be implemented by the employees. As a result, for there to be the easy achievement of the same project, the organization’s HR must be at the forefront, ensuring that they have the right people pushing the employees to follow and achieve the targets of the program (Shortell et al. 2019). As a result, HR is at the core of the achievement of the plan because they are directly concerned with how best the employees conduct themselves or react to situations as such.
HR has to ensure that all the employees remain focused on the targets of the company (Shortell et al. 2019). The strategic plan is just one of the defined ways for the organization to achieve its goals; hence the HR has to be at the peak to ensure that the whole plan goes well form the employee’s end.
References
Shipton, H., Sanders, K., Atkinson, C., & Frenkel, S. (2016). Sense‐giving in health care: the relationship between the HR roles of line managers and employee commitment. Human Resource Management Journal, 26(1), 29-45.
McDermott, A. M., Conway, E., Cafferkey, K., Bosak, J., & Flood, P. C. (2019). Performance management in context: formative cross-functional performance monitoring for improvement and the mediating role of relational coordination in hospitals. The International Journal of Human Resource Management, 30(3), 436-456.
Shortell, S. M., Rundall, T. G., & Blodgett, J. C. (2019). Assessing the relationship of the human resource, finance, and information technology functions on reported performance in hospitals using the Lean management system. Health care management review.