Review of Public Administration and Management

Human Resource Management in Healthcare Organizations

Carole Kabene^* Department of Management and Organizational Studies, University of Western Ontario, Ontario, Canada
^*Correspondence: Carole Kabene, Department of Management and Organizational Studies, University of Western Ontario, Ontario, Canada, Email:

Received: 07-Apr-2022, Manuscript No. RPAM-22-16665 ; Editor assigned: 11-Apr-2022, Pre QC No. RPAM-22-16665 (PQ); Reviewed: 25-Apr-2022, QC No. RPAM-22-16665 ; Revised: 02-May-2022, Manuscript No. RPAM-22-16665 (R); Published: 09-May-2022, DOI: 10.35248/2315-7844.22.10.338

Description

Human Resource Management is receiving more attention in several health-care systems throughout the world (HRM). Human resources are one of three key inputs to the health-care system, with physical capital and consumables being the other two. When it comes to health care, human resources refers to the various types of clinical and non-clinical personnel who are responsible for public and individual health intervention. The knowledge, skills, and motivation of personnel responsible for delivering health services are perhaps the most significant of the health system inputs and their performance and benefits are primarily dependent on them.

Human resource management in health care necessitates human resource specialists navigating the industry's ever-changing landscape. HR managers are primarily responsible for ensuring that administrative personnel, clinicians, and patients receive efficient services. They also address a variety of issues in the health-care industry, such as financial management, personnel retention, and assuring compliance with health-care standards. To solve all of these issues, HR managers must look at the larger picture and possess the organizational abilities necessary to manage these various sectors.

To ensure the system's effectiveness, it is also necessary to maintain an adequate mix of different types of health promoters and caregivers, in addition to the balance between human and physical resources. Human capital must be handled and managed differently than physical capital due to their evident and significant disparities [1].

Many broad human resource challenges and questions occur when looking at health care systems in a global perspective. The size, character, and distribution of the health care workforce, workforce training concerns, health worker migration, the level of economic growth in a given country, and sociodemographic, geographical, and cultural factors are all topics that will be examined in further depth [2].

HR leaders in healthcare, as indicated in the introduction, have a lot on their plates. Their responsibilities extend to numerous elements of the practice, therefore experience with both human resources and the healthcare industry is required. HR leaders in healthcare typically have the following duties and responsibilities like Hiring, Physician and Nurse Recruitment, Employee Orientation, Personnel Management, Benefits & Compensation Management, Counseling, Claims Handling, Training and Performance Monitoring, Professional Development Programs, State and Federal Regulations Education, Work place Safety and Sanitation, Labor Mediation, Administration–Employee Meetings, Staff Morale & Retention [3].

Human resource management in health care also ensures that personnel receives the necessary training to stay current on local, state, and federal regulations, as well as that nurses and doctors have the appropriate certifications. HR managers must ensure that all doctors are properly certified and advise those whose certification has lapsed about the requirements to recertify. HR managers are also in charge of conducting background checks on employees to avoid workplace liability risks.

Human resource management is important in global healthcare systems. Every HRM should implement certain healthcare reforms to increase the overall standard of care for patients. Efficiency, equity, and quality objectives are three main trends highlighted by HRM. There are a variety of HRM initiatives accessible to improve efficiency, one of which is outsourcing services to transform fixed labour into varied costs. Contracting out, performance contracts, and internal contracts are some of the additional purposes that HRM can pursue [4].

Human resources are also used in health-care reform to increase service quality and patient happiness. Technical quality and sociocultural quality are two methods to define health care quality. The impact of available health services on the health of a population is referred to as technical quality. The acceptability of treatments and their ability to meet patients' expectations are measured by sociocultural quality [5].

HRM is regarded as the heart of the healthcare industry. Because of the rise of numerous innovative healthcare businesses in India, the role of HRM has become crucial in achieving organizational goals and success. Human capital investment has long been acknowledged as an organization's lifeblood, and it must be continually improved to keep up with demand. Human Capital Investment should be based on a sound, competent workforce that is skilled in their field and has a flexible altitude, and HRM plays an important role in this regard. Quantity and quality should both be considered.

Human resource professionals encounter numerous challenges in providing citizens with high-quality health care. Budgets, a lack of alignment between the values of many stakeholders, absenteeism, frequent turnover, and low morale among health care workers are all examples of these restrictions. Interdisciplinary cooperation has been advocated as part of health-care reform. Human resources management will be critical to the success of health sector reform because all health care is ultimately delivered by people.

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