Human Resources Management (HRM)

HSA 211

Week One:
Introduction to HRM in healthcare
organizations
 Learning Objectives

 Define the HRM and HR manager

 Define the competencies required for
healthcare HR professionals
 Identify the types of healthcare organizations
 Explain human resource management activities
 Discus the challenges facing healthcare systems
 Explain the unique aspects of managing human
resources in healthcare organizations.
 Human Resource Management(HRM)

What Is Human Resource (HR) Management?

The strategies, plans, and programs that healthcare organizations utilize to
accomplish the work of the organization through its employees.
Who Is an HR Manager?
HR specialists design processes and systems that operating employees
 HR Management Competencies

• HR Competencies are the work-related personal attributes:

knowledge, skills, and values that individuals draw upon to
do their work well.
• These elements are the factors that enable assessment,
feedback, development, and reward for individuals to take
place.
• Measuring competence is not about performance to a
standard, i.e. what a person actually does, but it is about
what a person is capable of doing.
 Important HR Competencies

– Strategic contribution to organizational success

– Business knowledge of organization and its strategies
– Effective delivery of HR services
– Technology knowledge and usage abilities
– Personal credibility.
 The HR Function in Healthcare

HR Management is becoming an equal contributor to other

organizational areas:
 Need to provide more efficient and effective HR services

 Greater need for human resource training, skills, understanding,

and competency

 As challenges and complexities of healthcare HR management

has grown, healthcare managers are requiring more strategic
support from their HR departments
HR Management Activities
 HR Planning

Human resource planning:-

Systematic process of matching internal and external
supply of people with job openings anticipated in
the organization over specified period of time.
 Equal Employment Opportunity

A broad concept holding that individuals should have equal

treatment in all employment-related actions.

Protected individuals are protected against:

Illegal Discrimination – occurs when individuals having a common

characteristic are discriminated against based on that characteristic.
Prohibits discrimination in employment on basis of race, color, religion,
sex, or national origin .
 Staffing

• Job Analysis
• Recruitment
• Selection
 Staffing (Cont.)

• Staffing - Process through which organization ensures it

always has proper number of employees with appropriate
skills in right jobs at right time to achieve organizational
objectives.

• Job analysis - Systematic process of determining skills,

duties, and knowledge required for performing jobs in
organization.
 Staffing (Cont.)

• Recruitment - Process of attracting individuals on a

timely basis, in sufficient numbers, and with appropriate
qualifications, to apply for jobs with an organization.

• Selection - Process of choosing from a group of applicants

the individual best suited for a particular position and the
organization.
 Human Resource Development

• Orientation
• Training
• Employee Development
• Career Planning
• Performance Management
 Human Resource Development (Cont.)

Orientation-The planned introduction of new employees to their

jobs, co-workers, and the organization.
Key purposes:
 Establish a favorable impression
 Provide organization and job performance information
 Enhance interpersonal acceptance by co-workers
 Accelerate new employee’s integration into organization
 Ensure quicker employee performance & productivity.
 Human Resource Development (Cont.)

• Training - Designed to provide learners with knowledge

and skills needed for their present jobs.

• Development - Involves learning that goes beyond today's

job; more long-term focus.

• Career planning - Ongoing process whereby individual

sets career goals and identifies means to achieve them.
 Human Resource Development (Cont.)

• Performance management - Goal-oriented process

directed toward ensuring organizational processes are in
place to maximize productivity of employees, teams, and
ultimately, the organization.

• Performance appraisal - Formal system of review and

evaluation of individual or team task performance.
 Compensation

• Direct Compensation: Basic compensation an employee

receives, usually in a wage or salary.

 Wages – payments directly calculated on the amount of

time worked.

Salaries – consistent payments each period regardless

of the number of hours worked.
 Compensation (Cont.)

Incentives:
Intrinsic Incentives:- Satisfaction that person receives
from job itself or from psychological and/or physical
environment in which person works.

Extrinsic Incentives: Variable pay:- Compensation

linked directly to individual, team, or organizational
performance.
 Compensation (Cont.)

Benefit:-
An indirect reward given to an employee as part of an
organizational membership, regardless of performance
such as paid vacations, sick leave, holidays, and medical
insurance.
 Health, Safety, and Security

Employees who work in safe environment and enjoy good

health are more likely to be productive and yield long-term
benefits to organization.
 Health, Safety, and Security (Cont.)

• Health - Refers to employees' freedom from illness and

their general physical and mental well being.

• Safety - Involves protecting employees from injuries

caused by work-related accidents.

• Security-The protection of employees, patients/residents,

clients and visitors, & organizational facilities.
Labor Relations and Healthcare Organizations

Employee Relations Philosophy

 All aspects of how an organization treats and responds to
its employees

 Includes how it communicates with employees

 May serve as a strategic advantage

 Critical to healthcare organizations in retention efforts.

 Labor Relations and Healthcare Organizations
(Cont.)

HR Policies & Procedures:-

Policies
General statements about the organization’s position on
an issue
Procedures
Define the customary way an organization deals with the
policy issue
Rules
Define expected behaviors of employees at work.
 Labor Relations and Healthcare Organizations
(Cont.)

Employee Rights:
• Statutory (Governmental regulations)
Equal employment opportunity (EEO)
Health and safety regulations (OSHA)
Employee benefits law (ERISA)
Wage and hour law (FLSA)
Workers’ compensation
Unemployment compensation
• Contractual- Formal agreements between employer and
employee about their working relationship.
 Labor Relations and Healthcare Organizations
(Cont.)

Union

• A formal association of workers that promotes its

members’ interest through collective bargaining
• The official employee representative.
 Interrelationships of HRM Activities

• All HRM functions are

interrelated

• Each function affects

other areas
HR Management Roles
 HR Challenges in Healthcare
issues affecting the healthcare labor force

1- Increasing Demand: demand for healthcare is influenced

by insurance status, access to health care, health status,
advice from providers, age, gender, and education.
• Aging population (Life expectancy)
• Chronic diseases
• Patient awareness
 HR Challenges in Healthcare
issues affecting the healthcare labor force (Cont.)

2- Erosion in Caring and Personal Touch:

New technologies have altered almost every aspect of care and have
replaced services that once were administered by the doctor. While
these technologies may be as effective as the doctor’s care, they do not
offer the same level of personal attention. This depersonalization,
along with the increasing regulation of care by insurance companies,
has furthered the notion that the healthcare system is a business.
 HR Challenges in Healthcare
issues affecting the healthcare labor force (Cont.)

3- Increasing Dissatisfaction: there is a growing

dissatisfaction among healthcare professionals.
• Long and hard work hours, especially for nurses.
• Physician’s autonomy
• Stressful environments
• Variable levels of compensation.
 HR Challenges in Healthcare
issues affecting the healthcare labor force (Cont.)

4- Shortages and Surpluses

• The most pressing shortage among the healthcare
industry’s professional occupations is for physicians and
nurses.
• The nursing labor market cycled through periods of
shortages and surpluses.
 HR Challenges in Healthcare
issues affecting the healthcare labor force (Cont.)

5- Provider Maldistribution
• The ratio of physicians in rural areas versus urban
locations has steadily declined
• Attributed to the social and cultural isolation of practicing
in a rural location → Rotation.
 HR Challenges in Healthcare
issues affecting the healthcare labor force (Cont.)

6- Recruitment and Retention

• Recruitment and retention of healthcare professionals are important in
the face of continuing shortages in key healthcare professions.
 HR Challenges in Healthcare
issues affecting the healthcare labor force (Cont.)

6- Recruitment and Retention (Cont.)

While salary is an important aspect of employee recruitment and retention, other
aspects of work are also influential, such as:
 leadership support ,
 Ability to contribute to the organization and provide quality care to patients,
 Degree of autonomy,
 Engaging in positive relationships with direct supervisors and peers,
 Good working conditions,
 Ability to maintain a work–life balance.
 Conducting employee-engagement surveys and making training programs
available.
 HR Challenges in Healthcare

Managing Change
Key issues for HR Management include:
 Doing more with less
 Compliance with quality standards
 Preparing healthcare workers for new technologies
 Balancing professional and personal lives
 Succession planning.
Any Question
Thank You