Human Resources Management PDF

University of Puerto Rico Medical Sciences Campus SCHOOL OF HEALTH PROFESSIONS GRADUATE DEPARTMENT HEALTH INFORMATION MANAGEMENT PROGRAM ADIS 6125 Human Resources Management Dr. Sandra I. Santos Nieves, DBA,...

University of Puerto Rico Medical Sciences Campus SCHOOL OF HEALTH PROFESSIONS GRADUATE DEPARTMENT HEALTH INFORMATION MANAGEMENT PROGRAM ADIS 6125 Human Resources Management Dr. Sandra I. Santos Nieves, DBA, MBA ©2014, Elsevier revised by Dr. Sandra Santos 2024  Unit I: Systems Perspective on Human Resource Management and Regulatory Requirements ©2014, Elsevier revised by Dr. Sandra Santos 2024 Systems Perspective on Human Resource Management ©2014, Elsevier revised by Dr. Sandra Santos 2024 System Approach Applied to HRM 1 HR Planning, Recruitment and Staffing 5 2 Job Design, Compensation: Incentives and Rewards Job Analysis and Process engineering Supervisor (Job description) Team leader HR Manager 4 3 Performance Appraisal,Coaching Orientation, and Discipline Training and Development ©2014, Elsevier revised by Dr. Sandra Santos 2024  System Approach Applied to HIM Process Output Input HIM (Products, Services Environment (HRM) and Benefits to the (Internal & External) Community) ©2014, Elsevier revised by Dr. Sandra Santos 2024 Input = Environment External COVID-19 (“Plan de Control de Exposición a COVID-19 en la empresa”) Legal and regulatory requirements affecting HRM Occupational Safety and Health Administration (OSHA) (Issued guidance for reopening businesses, recommends establishments to conduct a hazard assessment for all jobs, and clarifies OSHA’s positions on temperature checks, coronavirus testing and face masks); Inclusion and diversity in the workplace (Discussions about race and equality, sparked by protests over police brutality against black men and women) High court’s LGBTQ ruling (U.S. Supreme Court ruled that employers can't terminate workers based on their lesbian, gay, bisexual, transgender or queer (LGBTQ) status, and ruling provides employment protections beyond being fired). ©2014, Elsevier revised by Dr. Sandra Santos 2024 Input = Environment External Women’s participation in the healthcare industry > 70% (employee benefits, job sharing, flextime, telecommuting, daycare availability …) Lack of employees and labor shortage Competition between employers for skilled talent, especially for those in specialized industries. Remote, hybrid and onsite work Innovative technologies (threat, constraint, opportunity, social media…) Health policy and industry developments (health care reform) Economic forces and trends (COVID-19, inflation, unemployment…) Demographic changes and diversity in the workforce [average age of the US population (more retired workers working part-time, shortage of qualified workers), multicultural, gender roles, age distribution, minority racial and ethnic groups, immigrants, …] ©2014, Elsevier revised by Dr. Sandra Santos 2024 Input = Environment External Artificial intelligence (AI) for employment and other purposes AI in technology trends: Cloud Computing, Edge Computing, Cybersecurity, Natural Language Processing, Data Analytics and Business Intelligence, Virtual and Augmented Reality, etc. Emerging regulations Emerging benefits, career development, inclusion and diversity ©2014, Elsevier revised by Dr. Sandra Santos 2024 Input = Environment Internal COVID-19 (safety training, maintain engagement and productivity among telecommuting employees, upskilling, reskilling and outskilling employees…) Organizational culture (organization: leadership, mission, vision…) Information systems (Information Systems skills, knowledge…) Role of HRM system (System Approach to HRM) Employee as client of HRM System (individual needs, satisfaction…) Employee assistance programs (help employees who have significant personal, family or community-based problems) Diversity training programs (legal awareness, cultural awareness and sensitivity training) ©2014, Elsevier revised by Dr. Sandra Santos 2024 Input = Environment Internal Remote, hybrid and onsite work Influenza, covid and other contagious diseases Remote leadership Discipline in times of Covid Outplacement program for dismissed employees Training and development in times of crisis Mental health in employment Cell phone use at work Technology use at home and healthcare security ©2014, Elsevier revised by Dr. Sandra Santos 2024 Process = HRM Activities and Objectives 1. HR Planning, Recruitment and Staffing 2. Job Design, Job Analysis and Process engineering (Job description) 3. Orientation, Training and Development 4. Performance Appraisal, Coaching and Discipline 5. Compensation: Incentives and Rewards ©2014, Elsevier revised by Dr. Sandra Santos 2024  HRM Activities and Objectives Process Output HRM: Input Job Design, Job Analysis and Process engineering Recruitment: Orientation, Training and Development Highly Employee skills, Performance Appraisal, Coaching and Discipline skills and knowledge Compensation: Incentives and Rewards achieving and energy workers ©2014, Elsevier revised by Dr. Sandra Santos 2024 Output Desired results, Outcome and Impact: Products Services Benefits to the Community Highly skills and achieving workers ©2014, Elsevier revised by Dr. Sandra Santos 2024