Human Resource Management in Health Care Organizations

Human Resource Management in Health Care Organizations


HumanResource Management in Health Care Organizations

HumanResource Management in Health Care Organizations

Humanresource management is an organizational function that aims tomaximize employee work efficiency and performance concerning theorganization’s strategic objectives. The concept of human resourcemanagement in health care is important since it emphasizes theimprovement of outcomes on patients’ health, and also in thedelivery of the health care services overall. It is important toensure proper development and implementation of human resourcemanagement practices (Fallon &amp McConnell, 2007). There are verymany health care systems around the world that require effectivehuman resource management. Health care systems require inputs such ashuman resources, consumables, and physical capital.

StrategicHuman Resource Management

Strategichuman resource management is however required to ensure theorganization’s long-term goals and objectives are achieved usingstrategic policies. Achieving this requires the human resourcemanager to focus resources on matching resources for future needs.SHRM focuses on macro concerns such as quality, commitment, andculture upon which the foundation is based on (Fottler, Khatri &ampSavage, 2010).

Humanresource management encompasses issues regarding health care laws,staffing organizations, principle and code of ethics, training anddevelopment, long-term strategic planning and balancing employeerelations with management. HR managers also need to understand therelationship between budgets, expenditure and health care systemsinputs (Niles, 2013). It is through this that they can effectivelyhandle their operations in staffing, maintaining professionalstandards, credentialing employees, and risk management among others.Human resources in health care involve both non-clinical and clinicalemployees that handle individual and public health intervention.Health care systems can only be successful and fully effectivedepending on the skills, motivation and the knowledge of the healthcare staff. Also, it is crucial to maintaining a harmonious balancebetween physical and human resources to ensure full utilization ofresources in providing the best health care services. Health caresystems need to develop human resource management practices to ensurethat there is a balance of workforce supply and their ability tofunction effectively and efficiently (Fallon &amp McConnell, 2014).

Humanresource managers play an important role in maintaining the staff ofhealth care organizations who are valuable assets within the healthcare industry. The concept of human resource management in healthcareis thus significant as it provides the proper strategies and policiesto facilitate change in healthcare organizations. The strategies andtools take into consideration the increased attention on requiredaccountability from healthcare service providers , the increasingdiversity of their patients and employees, the effects ofglobalization and changing technology on health care servicedelivery and the new trends in medical tourism.

Moreover,human resource management has been vested with various specific rolesaimed at rallying all efforts towards achieving a common goal. Eachhealth care management usually has predetermined set of objectiveswhich it intends to achieve, the time it intends to do so and alsomeans of achieving them. The success of the management as whole willdepend on the effectiveness of all departments in undertaking theirresponsibilities. Human resource department is not an exception. Ithas to ensure that it takes care of its designated duties andresponsibilities that include:

  • Staffing and replacement: – Every health care facility needs staff that will help in the day to day running of the various sections. The manner in which these employees are hired is determined by the human resource department. The human resource manager is responsible for organizing when new staff will be hired and criteria to be followed during hiring. She takes part in advising the management on how workers the various health care staff should be remunerated.

  • Legal research on health care: – The role of the human resource manager extends to researching on rules and regulations, which govern employees in health care set up. This may involve working closely with lawyers who have specialized in Medicare acts and labor laws. Contracts with the various medical practitioners on recruitment and those retained should also need to be scrutinized by the human resource department prior to management signing any contract. This avoids cases of being sued by patients for breaching heath and labor related laws.

  • Management of employees: – Each and every health care facility would want to ensure that employees offer their best and are qualified for the role assigned to them. Constant performance appraisal done by human resource manager would easily reveal how employees are carrying out their assigned duties. The human resource management is in charge of evaluating the performance at various departments and management levels to ensure they are up to par. This is what aids in reducing complaints from patients and also any sanction from the authorities.

  • Decision-making: – In the late 1980’s, management did not include human resource department in the planning and decision-making processes. At the dawn of 1990’s, most health care facility management includes human resource department in the process of planning and management. This gives the human resource manager chance to address the concern of employees. When such issues are taken care of at very early stages, it limits any unrest and staff disputes (Stephen, Carole, John &amp Raymond, 2006).

Moreover,human resource usually serves an auditing role on all the health caredepartments. HR managers check on all other departments to ensurethat they adhere to policies set out by management. These policiesinclude training health and safety as well as staff appraisal. Thehuman resource manager also facilitates all the other departments toachieve predetermined goals and operate in the agreed standards.Being one of the departments that are shouldered with the duty ofnetworking on behalf of the management, human resource manager actsas a consultant for the health care organization. She helps managersat all levels in tackling the day to day organizational challenges.The human resource manager also performs the service role byinforming the various departments of the various changes in policies(Shi, 2007).

Thebasic concept of human resources management can only be implementedif there are efficiency, quality, and equity objectives. There needto be initiatives formed for the purposes of:

  • Increasing efficiency. This is in most cases is done by outsourcing of health care and its related services using converting fixed labor operation costs into variable costs. Others include issuance of performance contracts, contracting out and internal contracting.

  • Increasing equity within the organization by putting in place measures that promotes fairness concerning the needs that require systematic planning of health care services. These measures include financial protection mechanisms, re-deployment services and reaching out to certain needs and groups.

  • Improving the quality of healthcare and its related services and patients’ satisfaction. Quality in health care management entails technical quality and socio-cultural quality. Technical quality is the impact facilitated by the available health services and how these services can affect the population’s health conditions. On the other hand, socio-cultural quality is the measure of the level of service delivery and the ability to the service to satisfy patient expectation.

IssuesAffecting Human Resource Management in Health Care

Themain issues that exist in human resource management in health careare the size, the composition, workforce training issues, migrationof health workers, the distribution of their health care workforce,geographical issues and cultural factors and the magnitude ofeconomic development in particular countries. These factors affectthe planning of human resource management as they all have differentimpacts on how health care systems operate. HRM should step in suchcircumstances in a bid to reposition existing strategies for thepurposes of continued success (Stephen, Carole, John &amp Raymond,2006). Such action steps include

    • Performance Management: – involves setting goals that hold staff and faculty accountable and responsible for their actions and reward systems for performance and meeting targets. Human resource managers set standards that govern the manner in which various clinical and non-clinical staff partake of their responsibilities. To ensure that there is no issue of payments and rewards, HR managers have to assess employee performance during their work span at different intervals. Doing this ensures that workers earn as much as the effort they put in. Also, salary incentives are put in place to compensate employees for any extra working hours.

    • Skill development and continuous learning process through unit-based training functions aimed at improving critical technical and behavioral competencies. Human resource management should ensure that the composition of their health care workforce varies in skills and training as well as experience. This effort is aimed at ensuring that the health care services can comfortably meet present and future needs of their patients. Continuous learning is important crucial given that new discoveries in medicine arise every day, and there is a compelling need for health care professionals to adapt to these changes to meet the needs of patients. Also, the technology also constantly changes and requires training on how to operate the medical equipment to facilitate better health care services.

    • Proper staffing and valuing people by retaining the best talent and put facilities that support employees. Human resource managers can do this by initiating facilities such as housing, opportunities for job retention and infrastructure to ensure employees are satisfied and well-motivated. This is aimed at attracting the best health care professionals and retaining them. With such professionals in a health care organization, it improves access to health care services and thus patient satisfaction for the provision of high-quality services.


Inconclusion, it is very important to have an organized human resourcemanagement since it facilitates for an efficient and effectivemanagement of health care resources thus allowing the provision ofbetter and high-quality medical care. It is therefore in the bestinterest of all medical institutions to have proper human resourcesmanagement strategies to achieve better patient access to health careall over the world (In Savage, In Fottler &amp In Khatri, 2010).With human resource management, executives in healthcareorganizations can focus their efforts on other important strategicgoals to improve the tactical and operations of the institution.Being the department which audits other accounts to ensure theymaintain the standards expected of them by the management, itssuccess in undertaking its duties will have a direct influence on theoverall performance of the whole medical care facility. Its abilityto communicate important information regarding changes in policy willdetermine how and when other departments will adjust their actionstowards achieving a common goal.


Fallon,L. F., &amp McConnell, C. R. (2007). Humanresource management in health care: Principles and practice.Sudbury, Mass: Jones and Bartlett Publishers.

Fallon,L. F., &amp McConnell, C. R. (2014). Humanresource management in health care: Principles and practice, secondedition.Burlington, MA: Jones &amp Bartlett Learning.

Fottler,M. D., Khatri, N., &amp Savage, G. T. (2010). Strategichuman resource management in health care.Bingley, UK: Emerald.

InSavage, G. T., In Fottler, M. D., &amp In Khatri, N. (2010).StrategicHuman Resource Management in Health Care: Vol. 9.Bingley: Emerald Group Publishing Limited.

Niles,N. J. (2013). Basicconcepts of health care human resource management.Burlington, Mass: Jones &amp Bartlett Learning.

Shi,L. (2007). Managinghuman resources in health care organizations.Sudbury, Mass: Jones and Bartlett Publishers.

StephenKabene, Carole O., John M. H. &amp Raymond L. (July 26th,2006). ‘The importance of human resources management in healthcare: a global context.’ Human resource for health.

Accessedon 9thSeptember, 2015.