HUMAN RESOURCE STRATEGIES WITHIN THE HEALTHCARE INDUSTRY

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INTRODUCTION

• Human resource (HR) is a vital department in health care organizations.
• The success of the hospitals depend on effectiveness of its human resource department to recruit the right employees.
• The HR department also selects, trains and develop the employees to boost their performance skills and capacity.
• Also conducts performance appraisal of employees such as care providers to establish their performance levels.
• As the new HR manager, I intend to present to the board of directors the strategies that I will implement in the HR.
• Such strategies will enhance effective employee recruitment, selection, training, development, and performance appraisal.

FIVE RECRUITMENT STRATEGIES/METHODS

• Internally recruit employees.
• Campus recruitment (Rama & Sharma, 2019).
• Provide better compensation and benefits to employees (Rama & Sharma, 2019).
• Improve the selection and recruitment process.
• Establish an employee referral program.

INTERNALLY OR EXTERNALLY FOCUSED

• Internally recruit employees.
• Recruiting the internal staff is internally focused.
• Involves promotion of the already hired staff to fill empty job positions.
• The strategy is appropriate to health care since:
• The existing staff understands the procedures and policies of the organization.
• The strategy maintains the organization’s work culture and performance.
• Available staff have shown good track record and success capacity.

INTERNALLY OR EXTERNALLY FOCUSED

• Campus recruitment is externally focused.
• Involves creation of work memoranda with higher learning institutions for recruitment of graduates and interns.
• This strategy is good for health care since it allows recruitment of fresh graduates with vital professional knowledge.
• Also helps to bring on board fresh minds that are flexible and easy to train and develop technically.
• Fresh graduates are readily available and offers cheap skilled labor.

INTERNALLY OR EXTERNALLY FOCUSED

• Providing better compensation and benefits to employees is internally focused.
• Can be inform of pay rise, allowance, reward, bonus, social security and medical cover, paid vacation and meals.
• Suitable for healthcare because it motivates the workers.
• Also attracts the best skills and maintains the existing employees through satisfaction.

INTERNALLY OR EXTERNALLY FOCUSED

• Improving the selection and recruitment process is externally focused.
• Most people currently apply jobs online.
• Will be achieved by adopting online recruitment process.
• Is vital for health care setting because it reduces the cost of conducting physical interviews and hiring.
• Also saves hiring time because the job vacancy notices reach many people within the shortest time.

INTERNALLY OR EXTERNALLY FOCUSED

• Establish an employee referral program is externally focused.
• Involves getting connections with best job boards or individuals.
• Is suitable for health care setting because:
• Helps to find the best candidates that are experienced in the respective field.
• Also reduces the stress and cost of searching for the best candidates with the right skills and talents.
• Referrals help create a professional network of care providers.

JOB ANALYSIS, DESCRIPTION & SPECIFICATIONS

IMPORTANCE OF TRAINING AND EDUCATION IN HEALTH CARE

• Improve the skills of the health care providers.
• Boosts care provider confidence.
• Expands the knowledge of health professionals.
• Empowers the healthcare practitioners to remain focused.
• Promotes employees’ retention/reduces turnover rate.
• Promotes job satisfaction.
• Improves the overall quality of patient care.

IMPORTANCE OF MEASURING COMPETENCIES

• Helps to:
• Identify the individual abilities of health care providers (Chang et al., 2012).
• Establish technical skills of staff.
• Determine the staff preparedness.
• Establish the knowledge capacity of staff.

PROCESS FOR TRACKING AND EVALUATING TRAINING EFFECTIVENESS

• Identify the aspects to measure.
• Develop an evaluation plan.
• Design the evaluation structure.
• Deploy the evaluations.
• Analyze the data and present the outcome.

PERFORMANCE APPRAISAL STANDARDS

• Address the performance limitations as quick as possible.
• Regularly record the performance conversations. (DeNisi & Murphy, 2017)
• Employees with consistent poor performance warned to improve their performance.
• Persistent poor performance call for management action.
• Improved performance appraised to motivate even better performance.

GUIDELINES FOR EFFECTIVE PERFORMANCE APPRAISALS

• Set clear appraisal objectives.
• Provide regular feedback throughout the year.
• Be the first to ask questions but give feedback later.
• Avoid filling the final feedback form until all necessary information is collected.
• Work according to schedules and minimize surprises during annual meeting.

POSSIBLE BARRIERS AND EFFECT ON THE APPRAISAL PROCESS

• Poor preparation
• Psychological issues
• Negative attitude
• Technical problems
• Ignorance to interaction

PROGRESSIVE DISCIPLINE OF EMPLOYEES

• Suspension of poorly performing staff.
• Termination of contracts.
• Formal/written warnings
• Verbal warnings

REFERENCES

• Chang, E. S., Simon, M., & Dong, X. (2012). Integrating cultural humility into health care professional education and training. Advances in health sciences education, 17(2), 269-278.
• DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress?. Journal of applied psychology, 102(3), 421.
• Gërxhani, K., & Koster, F. (2015). Making the right move. Investigating employers’ recruitment strategies. Personnel Review.
• Rana, G., & Sharma, R. (2019). Emerging human resource management practices in Industry 4.0. Strategic HR Review.