HRM and Management of Clinicians

Question: Discuss about the HRM and Management of Clinicians. Answer: Introduction There is a requirement to manage the healthcare organization as it is directly related to the health of the individuals. These health issues must be resolved through the proper management of the Human resource department of the organization. Human resource department plays a vital role in the management of any health care or hospital. There are many types of challenges faced by the human resource of health care departments. But these challenges and issues can be overcome though effective implementation of Human resource policies and strategies. We can observe in many literatures that the human resource department has improved the healthcare department in many ways. There are many functions performed by the human resource department like performance appraisal, staffing, recruitment, training and development, etc. The roles and responsibilities of human resource management are applicable to the healthcare department that includes the legal and ethical responsibilities of the company. As we know that the practices of human resource plays are vital role in very type of organization whether it is healthcare or any other organization. It is observed that in the hospitals and healthcare institutions the rate of turnover of nurses and other staff is very high. In order to improve the turnover rate, the effective Human Resource practices are applied to entire organization. It guides the staff so that the performance of the employees can be measured and effective actions can be applied to improve the same. There is a need to motivate the employees working in the healthcare department so that they can work with a satisfaction (Jamal, Adwan, 2008). There are provisions of moral and material incentives for the employees working in the first hospital. It helps to generate the desires of the employees to continue with the work and also provide them services related to medical and health. The employees also required training classes as they have to perform well. In health care department the quality of service provided must be of first class as it related to the health of the employees. The degree of services provided by the staff will improved to a large extent after applying the Human resource services (Simon, Chan, 2012). Al Kudhat Mohammad suggested that the methods for selecting and recruiting the staff members must be appropriate. The selected staff must be compatible with the upcoming technologies in the external environment of the first hospital. The major findings of this study are to determine the relation between the technological changes and the personality traits of the employees in respect to the first hospital. The specific and specialist staff is also required to manage the design of work, higher attributes, nature of work, and job classification of the employees (McKinnies, et.al. 2010). There are many reasons due to which the first hospital was facing poor performance of the employees. It is found that there was a lack of interest by the managers of the head department in this hospital. They have to improve the conditions of the hospital by developing the staff, motivation them to work, proving them performance appraisals, development of incentives systems, etc. (McConville, 2003) The courses of actions that would you recommended to the CEO in the first hospital as a way to improve the operation of HRM at the hospital It is recommended that the CEO should improve the incentive policies and systems to motivate the employees. Financial motivation is the most effective way to bring the satisfaction of the employees. It is the most effective way though which the staff of the first hospital can be improved. The development of personnel management can also help the healthcare department of the first hospital to establish effective system in the organization. It is relevant to engage the staff and employees of the first hospital in the functional task so that they can work with confidence in the health institution in which they are working. There must be a continuous growth and development of the staff and the focus should be on the performance of the staff members. It is also recommended that there is a requirement of measurement of employees performance through performance appraisal methods and feedbacks should be communicated to the entire organization (Fiona, Geare, 2005). The key features of building sustainable HR CAPABILITY The impact of human resources on health sector reform is very effective and positive. While determining the global systems for the health care, it is useful and important tool to explore and examine the affect of human resources and its department on the health reform sector. An HR is a person who can help in succeeding implementation of the Hr and business practices. Now days, every organization including the first hospital also give a commitment of sustainable development and growth in their organization. It is not easy for the companies to measure integrate and implement the sustainability but with effective practices many organization has brought sustainable development (Zairi, 2002). We can observe that it create a huge and positive impact on the healthcare institutions. The performance of the staff and the other members will improve with the positive influence of human resource management. There are many types of human resource practices that help to the managers to measure the performance of the employees and provide training to the members who required to be trained. There are few practices that need to be addressed to bring sustainability in the human resource practices of the first hospital. Human resource is the key person who can use his critical thinking to bring sustainability (Harris, Cortvriend, Hyde, (2007). There must be sustainable vision and mission of the organization- To apply the policies and strategies related to the sustainability it is necessary to firstly identify the vision and mission of the first hospital. The visions and mission of the organization must describe the commitment of the business practices (Mathis, Jackson, 2006). There is a requirement of building an aligned leadership pipelines so that there should be an effect of leadership and hr roles I the organizations. The agenda of sustainability is that there must be a development that provides positivity to all the people related to the first hospital. Leaders are the individuals who are responsible in bringing all sorts of strategies and policies and also define the agenda of sustainability. They are the role models and ideals hence they are the key role players of the company. The initial stage of sustainability starts from the policy formation of the leaders of the company and they carry forward the policies and implement them in entire organization (Valverde, Ryan, (2006). To drive the sustainability agenda, there is a requirement to create an appropriate structure of the organizational and mechanism of governance. The first hospital must establish and effective structure in their organization to adopt strong governance and coordination among the employees. It also helps in establishment of authority and responsibility to drive the sustainability agenda. The hospital organization generally adopts formal structure (O'Brien, 2011). The development of key capabilities of Human resource is to drive sustainability in the organization and to create a sustainable system of human resource practices and systems in the same. The role of the Hr in the first hotel is to establish sustainable business practices at the all levels of the orgnaistaion. Many times the HR of the companies fails to implement the sustainable practices due to the challenges in the implementation. The ability of the Hr is to engage and align the employees to have sustainability agenda. This means that the hr of the first hospital must recruit the employees who have a sense of sustainability in them. The work of hr is to retain the right candidates in the company who can effectively participate in the sustainable development (MarliesOtt, Han van Dijk, 2005). There is a requirement of agile organization in which he employees and staff are able to learn and adapt the changes takes place in the external and internal environment. The way of sustainability is also decided through the adaption and management and learning of changes. The first hospital is an organization that is able to replicate and share the best practices of the sustainable development. They use polices and strategies of sustainability in a continuous manner and make improvements according to the past experiences. From the above mentioned data and information, we can ensure that changes in the strategies and practices of the Hr practices can bring sustainability in the organization. The only requirement is of commitment towards the applicability of positive changes in the business environment. Sustainability is a key feature that helps the organization to create a unique identity and a part of its DNA. In the practice of all above mentioned pints, an Hr and leaders of the company plays the most important role they apply their effective vision and mission that create an impact on the entire organization (Marie McHugh, Karen Johnston Donna McClelland, 2007). Specific role of Hr is the creation o sustainable vision, mission and strategy He is the one who facilitates the growth and development of sustainable mission, vision and strategy. He also access, analyze and evaluate the existing vision, missions that whether they are fulfilling the criteria of sustainability or not. They also create a supportive system that can help the employees and staff of the organization in the implementation of sustainable practices and bringing the perspective of the employees towards the sustainability. The Hr of the organization is an individual who has the ability to communicate the sustainable mission and vision across all the stages of the organization. He also monitors that whether the policies and strategies formed by him are effectively implemented or not. He works horizontally and vertically between the employee and the upper level of the organization (Mukhaimar, Taamenh, 2004). Recommendations With the review of this literature we come to know that there is a requirement of further improvement in the human resource management in the health care and hospitals organizations. The suggested recommendations for the first hospital are to set effective policies and strategies for the human resource management of the hospitality organization. The development of personnel management can also help the healthcare department to establish effective system in the organization. It is relevant to engage the staff and employees of the first hospital in the functional task so that they can work with confidence in the health institution in which they are working. There must be a continuous growth and development of the staff and the focus should be on the performance of the staff members. It is also recommended that there is a requirement of measurement of employees performance through performance appraisal methods and feedbacks should be communicated to the entire organization. Conclusion At last, we can conclude that there is a requirement to have a proper management of the human resource to provide a high quality of the health care. The focus of the human resource management is very much required to have an effective management of the health institutes. The effectiveness in the human resource management policies are achieved by the better outcomes forms the health care in the entire world. The management of the human resource itself is very relevant to compete with the competitive world. There are many types of emerging trends that are directly or indirectly affecting the human resource department of the health care industries. As we have studied above, the sustainable development in the organization whether it is of health care or any other industry plays a vital role as it creates a special identity in the market. We have also learned various policies framed by the Hr of the first hospital that can help many organizations are the establishment of sustainable development and growth of the business organization. References Fiona, E. Geare, A. (2005). HRM practice and employee attitudes: different measures-different results, Department of Management, University of Otago, Harris, C., Cortvriend, P. Hyde, P. (2007). Human resource management and performance in health care organizations, University of Manchester, Manchester, UK. Journal of Health Organization and Management, 21(4/5). Jamal, K. Adwan, A. (2008). The reality of workforce planning in the health sector hospitals the non-governmental sector in the provinces of Gaza. Keating, M. (2011). 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