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Questions and Answers
What is a primary responsibility of Human Resources Management in health service organizations?
What is a primary responsibility of Human Resources Management in health service organizations?
Which factor is NOT listed as affecting Human Resources in health service organizations?
Which factor is NOT listed as affecting Human Resources in health service organizations?
How do environmental forces impact human resource management in health service organizations?
How do environmental forces impact human resource management in health service organizations?
What characterizes health service organizations compared to traditional businesses?
What characterizes health service organizations compared to traditional businesses?
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What is a key function of HR in terms of workforce planning within health service organizations?
What is a key function of HR in terms of workforce planning within health service organizations?
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Which of the following is NOT a responsibility of HR staff in recruitment?
Which of the following is NOT a responsibility of HR staff in recruitment?
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What is the primary purpose of incentive compensation?
What is the primary purpose of incentive compensation?
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Which type of benefit is considered a non-salary compensation provided by an employer?
Which type of benefit is considered a non-salary compensation provided by an employer?
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What is a primary use of performance appraisals?
What is a primary use of performance appraisals?
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Who is responsible for clarifying job functions and providing input into position descriptions?
Who is responsible for clarifying job functions and providing input into position descriptions?
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Study Notes
Chapter 9: Strategic Management of Human Resources
- Human Resources Management (HRM) addresses the need to ensure qualified and motivated personnel are available to staff business units within health service organizations (Hernandez et al., 1998).
HRM Activities
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Strategic: Competitive labor markets require adequate supply and high-quality staff. Health service organization (HSO) staff (Talent) are viewed as strategic assets to gain a competitive advantage. Organizational performance depends on individual performance.
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Administrative: Numerous administrative functions and steps support HSO human resources to ensure high performance levels.
Environmental Forces Affecting HRM
- Declining reimbursement: Fewer resources for recruitment, compensation, and workforce development.
- Low supply of workers: Shortages of skilled workers, changes in recruiting and staffing of specialized services, and lower worker satisfaction.
- Increasing population needs: Increased patient volumes and workload for HSOs.
- Increasing competition: Competition for healthcare workers and pressure to increase wages and benefits.
- External pressure: External accountability and performance pressures on HSOs.
Impact of Environmental Forces
- Fewer resources to hire, compensate, and develop the workforce.
- Shortages of skilled workers, changes in recruiting and staffing specialized services, and lower worker satisfaction.
- Increased volumes of patients and workload for HSOs.
- Competition for healthcare workers and pressure for higher wages and benefits.
- HRM must ensure high performance in HSOs.
Employees as Drivers of Performance
- Core HSO services (patient care) depend heavily on employee capabilities and expertise.
- HSOs are service organizations, unlike traditional businesses or manufacturing firms.
- They are highly specialized organizations that use the expertise of workers from various departments.
- Teamwork across departments is needed to provide comprehensive patient care.
HR Domains
- Workforce Planning/Recruitment: Identifying future staffing needs and acquiring the necessary personnel.
- Employee Retention: Developing strategies to retain staff through care, support, and development.
HR Functions: Workforce Planning/Recruitment
- Job Analysis
- Workforce Planning
- Establishing Job Descriptions
- Recruitment
- Interviewing, Selection, Negotiation, and Hiring
- Orientation
HR Functions: Employee Retention
- Employee Relations and Engagement
- Training and Development
- Compensation and Benefits
- Employee Assistance Program
- Assessing Performance
- Labor Relations
- Leadership Development
- Employee Suggestion Program
Responsibilities of HR Staff in Recruitment
- Prepare position descriptions.
- Perform job pricing.
- Prepare recruitment/advertisement materials.
- Track applicants and maintain HR information systems.
- Check applicant references.
- Manage personnel files.
- Narrow the candidate pool.
Responsibilities of Line Managers in Recruitment
- Clarify job function and provide input to position descriptions.
- Conduct interviews with candidates.
- Rank candidates.
- Select candidates.
- Negotiate with and hire candidates.
Compensation
- Base pay: Tied to knowledge, skills, experience, and basic job expectations.
- Incentive compensation: Designed to improve organizational performance by motivating employees to higher achievement and performance levels.
Benefits
- Benefits are compensation not included in salary or direct wages; often paid partially or fully by the employer.
Major Types of Benefits
- Sick leave
- Vacation
- Holidays
- Health insurance
- Life insurance
- Retirement plan
- Flexible spending account
Uses of Performance Appraisals
- Compare absolute and relative staff performance.
- Develop plans to improve performance for employees needing improvement.
- Identify additional training and development activities to improve employee performance.
- Clarify employee interests and desires.
- Document performance for terminations or reassignments.
- Adjust compensation based on performance.
- Determine promotional or advancement opportunities.
Conclusions
- HSO performance is directly tied to the motivation, commitment, and skills of clinical, administrative, and support staff.
- HRM actions are undertaken for both strategic and administrative reasons.
- HR staff coordinate HR management and support line managers.
- HRM is assessed for its contribution to organizational performance.
- HRM will gain importance due to pressures to recruit and retain committed and high-performing staff.
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Description
This quiz focuses on strategic human resources management within health service organizations, addressing HRM activities and environmental forces impacting HRM. Explore the critical role of qualified personnel in achieving organizational performance and navigate the challenges faced by health service organizations today.
