Podcast
Questions and Answers
Employee retention primarily focuses on care, support, and development of the staff.
Employee retention primarily focuses on care, support, and development of the staff.
True
The primary role of HR functions includes only recruitment and hiring.
The primary role of HR functions includes only recruitment and hiring.
False
Line managers are responsible for preparing advertisements and recruitment materials.
Line managers are responsible for preparing advertisements and recruitment materials.
False
Base pay is determined solely by an employee's tenure at the company.
Base pay is determined solely by an employee's tenure at the company.
Signup and view all the answers
Incentive compensation is intended to discourage employee performance.
Incentive compensation is intended to discourage employee performance.
Signup and view all the answers
Performance appraisals can be used to determine necessary training and development activities for employees.
Performance appraisals can be used to determine necessary training and development activities for employees.
Signup and view all the answers
Sick leave and health insurance are examples of direct wages.
Sick leave and health insurance are examples of direct wages.
Signup and view all the answers
An employee suggestion program is a part of employee relations and engagement.
An employee suggestion program is a part of employee relations and engagement.
Signup and view all the answers
Performance assessments are only useful for identifying poor performers.
Performance assessments are only useful for identifying poor performers.
Signup and view all the answers
Job analysis is a duty assigned solely to line staff.
Job analysis is a duty assigned solely to line staff.
Signup and view all the answers
Human Resources Management focuses on ensuring that qualified and motivated personnel are available for business units in health service organizations.
Human Resources Management focuses on ensuring that qualified and motivated personnel are available for business units in health service organizations.
Signup and view all the answers
Employees in health service organizations do not significantly impact the overall performance of the organization.
Employees in health service organizations do not significantly impact the overall performance of the organization.
Signup and view all the answers
The environmental forces affecting human resources in health service organizations include declining reimbursement and increasing competition among HSOs.
The environmental forces affecting human resources in health service organizations include declining reimbursement and increasing competition among HSOs.
Signup and view all the answers
Health service organizations are similar to traditional manufacturing firms because they mainly rely on physical products.
Health service organizations are similar to traditional manufacturing firms because they mainly rely on physical products.
Signup and view all the answers
The shortage of skilled workers in healthcare leads to lower satisfaction of workers and changes in the recruiting process.
The shortage of skilled workers in healthcare leads to lower satisfaction of workers and changes in the recruiting process.
Signup and view all the answers
Human Resources must ensure high performance within health service organizations to handle lower volumes of patients.
Human Resources must ensure high performance within health service organizations to handle lower volumes of patients.
Signup and view all the answers
Workforce planning and recruitment are not essential activities within Human Resources Management.
Workforce planning and recruitment are not essential activities within Human Resources Management.
Signup and view all the answers
Healthcare workers from various departments must collaborate to deliver comprehensive patient services.
Healthcare workers from various departments must collaborate to deliver comprehensive patient services.
Signup and view all the answers
Increasing population needs for medical care serve as an environmental force affecting human resources in health service organizations.
Increasing population needs for medical care serve as an environmental force affecting human resources in health service organizations.
Signup and view all the answers
The impact of environmental factors on HR includes fewer resources available for recruiting and compensating staff.
The impact of environmental factors on HR includes fewer resources available for recruiting and compensating staff.
Signup and view all the answers
Study Notes
Strategic Management of Human Resources
- Human Resources Management (HRM) ensures qualified and motivated staff for health service units. (Hernandez et al., 1998)
- HRM activities are strategic, addressing the need for high-quality staff to gain a competitive advantage. Organizational performance is tied to individual performance.
- HRM activities are also administrative, encompassing various actions to support employees for high performance.
Environmental Forces Affecting HRM
- Declining reimbursements
- Low supply of workers
- Increasing population needs for health and medical care
- Increasing competition among health service organizations (HSOs)
- External pressure on HSOs for accountability and performance
Impact of Environmental Forces
- Fewer resources for recruitment, compensation, and workforce development
- Shortage of skilled workers, changes in recruiting/staffing specialized services, and decreased worker satisfaction
- Increased volumes of patients and workload for HSOs
- Competition for healthcare workers and pressure for higher wages/benefits
- HRM must ensure high performance in HSOs
Employee as Drivers of Performance
- Core services (e.g., patient care) in HSOs heavily rely on employee capabilities and expertise.
- HSOs are service organizations, different from traditional businesses or manufacturing firms.
- HSOs employ highly specialized workers from varied departments/units who must collaborate for patient care.
HR Domains
- Workforce Planning/Recruitment: Determining future staffing needs and acquiring staff.
- Employee Retention: Supporting, caring for, and developing staff.
HR Functions: Workforce Planning/Recruitment
- Job Analysis
- Manpower Planning
- Establishing Job Descriptions
- Recruitment (including 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 Programs
Responsibilities of HR Staff in Recruitment
- Prepares position descriptions
- Performs job pricing
- Prepares recruitment materials
- Tracks applicants, maintains HR info system
- Checks applicant references
- Keeps personnel files
- Narrows candidate pool
Responsibilities of Line Managers in Recruitment
- Clarifies job function to improve position descriptions
- Interviews candidates
- Ranks candidates
- Selects candidates
- Negotiates with and hires candidates
Compensation
- Base pay is tied to the knowledge, skills, experience, and job expectations.
- Incentive compensation motivates higher achievement and organizational performance.
Benefits
- Benefits are forms of compensation other than salary or wages. These are usually provided wholly or partially by employers. (Jenks and Zevnik, 1993)
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 performance
- Plan for improving performance in underperforming employees.
- Identify training needs for performance improvement.
- Clarify employee interests and desires
- Document performance issues leading to termination or reassignment
- Adjust compensation based on performance
- Determine advancement opportunities.
Conclusions
- HSO performance hinges on clinical, administrative, and support staff motivation, commitment, and skills.
- HR actions are strategic and administrative.
- HR staff coordinates HRM and supports line managers.
Conclusions (Continued)
- HRM is assessed based on contributions to organizational performance.
- HRM's importance will increase in the future due to external and internal pressures to recruit and retain committed, high-performing staff.
Studying That Suits You
Use AI to generate personalized quizzes and flashcards to suit your learning preferences.
Related Documents
Description
This quiz explores the strategic management of human resources in health service organizations. It covers the importance of HRM in ensuring qualified staff, the impact of environmental forces, and the challenges faced in recruitment and performance. Test your understanding of how HRM activities influence organizational success.
