Methodology of HR Strategy in Healthcare Sector !!

Successful HR Strategy in Healthcare Sector

Introduction :

To be Successful HR Strategy in Healthcare Sector, Human Resources Management (HRM) plays a significant role in healthcare delivery system and a systematic management. The HRM not only implement an existing methodology, but focus on research, analysis and implementation of new strategic plans for training and evaluation of the competency of both new and existing staff. There are three basic principles involved in HRM along with health system inputs, physical, capital and consumables should also be looked into. HRM mainly focus on healthcare based on different kinds of clinical and non-clinical staff who are directly involved in the management of Public and Individual health systems and intervention.

Policies & Method:

With the emerging blooming, HRD should adapt the latest methods to compete and sustain in a Successful HR Strategy in Healthcare Sector, the role of HRM also extends to monitor the rules and regulations pertaining to the Healthcare system in relation to its employees. For delivering quality healthcare, identifying the root cause and errors, the gap analysis, incorporating appropriate available skills to solve the issue, Diversifying the work among the available team, employing quality improvement methodologies to form a interdisciplinary team for better patient healthcare.

HRM should also focus on maintaining the mental health of its employees for effective management to prevent poor mental health of its staff. This may lead to serious short fall in the performance of such staff unless effective strategies are being followed at the primary healthcare setup itself.

Employing lay workers, non-professional health care workers, caretakers could play active role with proper. Unless adequate funding provided by HRM, a wide range of mentally ill staff will increase. An effective feasible approach, investment, innovative thinking and effective leadership are the need to improve mental health status of staff.

For a better management of HRM, it is important to work out the size, composition and proper management and distribution of health care workforce, training based on the need of economic development, socio-demographic and cultural factors.

Increasing Workforce & Productivity

For developing countries, accessing good quality and Successful Healthcare  services will be an arduous job and it’s equally prevalent in rural areas also. Human capital investment has been recognized as the organizations life blood and it needs to be developed continuously keeping in pace with its demand. The Human Capital Investment should be based on sound knowledgeable work force, skilled in the area of occupation with flexible altitude and HRM plays a crucial role in the aspect. Both quantity and quality should be an integral part.

HRM services are more concerned with the development of both health workers in private and public health services. HRM professional’s roles are to carryout fundamental activities in monitoring daily routine activities of healthcare workers as well as regulate and implement staff recruitment performance and appraisal. They should be competent to assess complex skills, motivations of their staff through evolving training and development workshops on staff engagement and performance. Hence HRM should find qualified candidates for various positions in healthcare institutions and working closely with them, training them on their responsibilities to achieve the desired results.

The major drawback identified in health care organizations is the failure to make room for issues of human resources. It has been observed are, a reactive, ad hoc attitude towards problems of human resources, dispersal of accountability in their HRM sphere, limited notion of personnel administration and short term perspectives. This could be overcome by realizing the central role of work force in healthcare, studying the challenges posed by the healthcare systems, and the need to correct them with proactive policies and procedures. A strong understanding between HRM department and the customers are very important for better services delivery and this will ensure success for the healthcare providers.

In terms of management than other factors of production generally human resources are expensive. HRM should ensure that employees work as per organizational goals, maximize their productivity and remain motivated. It is always a challenge to motivate employees to contribute as humans are complex and emotional creatures.

Whenever a dispute arises between the employees and the management, HRM should act as a consultant and mediator to offer solutions for the dispute. HRM also should build up relationship with other business sectors for the organizations survival and future growth. The public image of an organization will further improve if business meetings, seminars and various official gatherings are held periodically on behalf of the company. Further, maintaining favorable working conditions is vital part of HRM. The company should also provide a safe working environment which will foster productivity and job satisfaction of their employees.

Benefits :

Based on survey in hospitals, HRM has achieved better performance among its staff if incentives and motivation to work, bonuses based on performance rated competency of individuals make a significance difference in the overall improvement of the organization.

HRM plays a major role in global healthcare systems. Specific healthcare reforms should be in place in staff and management. Such strikes may disrupt service delivery, training program, increased morbidity and mortality of patients, loss of public confidence in the organization. It has been observed that healthcare workers may strike to work due to poor staff welfare, salary, leadership management and failure to implement agreements between worst type of HRM system in the world. This could be overcome by recognizing staff wage, sound Incentive, Overtime, agreement etc and its proper implementation and necessitating that only trained managers should be appointed as head of health care organizations.

Conclusion:

The HRM plays an essential role in motivating the employee, improving the interpersonal skill, communicating skills, heeding, interacting and escalating the issues. After recruiting a staff for an organization, the HRM department should give clear job description, the organizations expectations, employee obligations and scope of their tasks in order to get a proper service contract. The first priority of HRM is to train the employees as it will sharpen their existing skills to develop a new role.