Strategic Management of Human Resources in Health
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Questions and Answers

Employee retention primarily focuses on care, support, and development of the staff.

True (A)

The primary role of HR functions includes only recruitment and hiring.

False (B)

Line managers are responsible for preparing advertisements and recruitment materials.

False (B)

Base pay is determined solely by an employee's tenure at the company.

<p>False (B)</p> Signup and view all the answers

Incentive compensation is intended to discourage employee performance.

<p>False (B)</p> Signup and view all the answers

Performance appraisals can be used to determine necessary training and development activities for employees.

<p>True (A)</p> Signup and view all the answers

Sick leave and health insurance are examples of direct wages.

<p>False (B)</p> Signup and view all the answers

An employee suggestion program is a part of employee relations and engagement.

<p>True (A)</p> Signup and view all the answers

Performance assessments are only useful for identifying poor performers.

<p>False (B)</p> Signup and view all the answers

Job analysis is a duty assigned solely to line staff.

<p>False (B)</p> 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.

<p>True (A)</p> Signup and view all the answers

Employees in health service organizations do not significantly impact the overall performance of the organization.

<p>False (B)</p> Signup and view all the answers

The environmental forces affecting human resources in health service organizations include declining reimbursement and increasing competition among HSOs.

<p>True (A)</p> Signup and view all the answers

Health service organizations are similar to traditional manufacturing firms because they mainly rely on physical products.

<p>False (B)</p> 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.

<p>True (A)</p> Signup and view all the answers

Human Resources must ensure high performance within health service organizations to handle lower volumes of patients.

<p>False (B)</p> Signup and view all the answers

Workforce planning and recruitment are not essential activities within Human Resources Management.

<p>False (B)</p> Signup and view all the answers

Healthcare workers from various departments must collaborate to deliver comprehensive patient services.

<p>True (A)</p> Signup and view all the answers

Increasing population needs for medical care serve as an environmental force affecting human resources in health service organizations.

<p>True (A)</p> Signup and view all the answers

The impact of environmental factors on HR includes fewer resources available for recruiting and compensating staff.

<p>True (A)</p> Signup and view all the answers

Flashcards

Human Resources Management

Ensuring qualified and motivated staff are available to operate the business units of a health service organization.

Strategic HR in Health Service Organizations

The strategic approach to managing human resources in a health service organization, focusing on attracting, retaining, and developing skilled staff to achieve competitive advantage.

Administrative HR

Administrative tasks and processes that support the human resource functions to ensure high levels of performance within a health service organization.

Environmental Forces Affecting HR

Factors that influence HR strategies and practices, including financial pressures, staff shortages, growing healthcare needs, and increased competition.

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Impact of Environmental Forces on HR

The direct impact of environmental forces on HR practices, leading to challenges such as limited resources for recruiting, staff shortages, and pressure for higher wages.

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Employees as Drivers of Performance

The idea that the effectiveness of health service organizations relies heavily on the skills and expertise of their employees.

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HSOs as Specialized Service Organizations

The unique characteristics of health service organizations compared to traditional businesses or manufacturing firms, requiring specialized expertise and collaboration among employees.

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Workforce Planning and Recruitment

The process of determining the future staff needs of a health service organization and acquiring the necessary personnel.

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Challenges of Workforce Planning and Recruitment

Ensuring that skilled workers are available to meet the needs of a growing and aging population, while also facing challenges like declining reimbursements and competition.

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HR Adapting to Change

The need for HR professionals to be adaptive and strategic in the face of changing market conditions and environmental pressures.

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Workforce Planning

A systematic process that helps organizations analyze, plan, and manage their workforce needs.

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Job Description

A written document outlining the duties, responsibilities, and qualifications required for a specific job.

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Recruitment

The process of finding and attracting qualified candidates to fill open positions within an organization.

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Interview

A structured conversation between an employer and a potential employee to assess qualifications and fit for a role.

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Base Pay

The financial compensation paid to an employee for their work, often based on factors like experience, skills, and role responsibilities.

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Incentive Compensation

Additional compensation designed to motivate employees to achieve higher performance and goals.

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Benefits

Non-wage compensation provided by an employer, such as health insurance, retirement plans, and paid time off.

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Performance Appraisal

A formal process to evaluate an employee's performance against set standards, providing feedback for development and improvement.

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Employee Development

The process of training and developing employees to enhance their skills, knowledge, and overall capabilities.

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Employee Retention

Strategies and actions taken by an organization to retain its valued employees and reduce employee turnover.

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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.

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Related Documents

Chapter 9: Strategic Management of Human Resources PDF

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.

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