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Report Sample Of HRM Practices And Health Sector

Report :HRM Practices And Health Sector

Executive Summary

The main aim for this report is to understand how human resource management processes can help the workers and managers of “St johns” Health Care, New Zealand in improving their capabilities and skills. On the other hand, it also helps to understand what kind of policies “St johns” Health Care can implement for the benefits of health and security of its employees and how effective they can be in boosting employee performance. 

Proper HRM processes will be discussed in order to see whether the implementation of such processes can improve the quality of the overall workforce of CHC. Beginning with recruitment and selection to job evaluation, that is, from hire to retire as it is popularly called. The entire basis for this report will be the statement and discussion of such HRM policies and how they can be used for the betterment of the organization as well as its staff.

The 3 main segments of this report are findings – which discusses the findings that have been observed after the detailed discussions; evaluation – which will attempt to evaluate to what extent the findings are meaningful and how closely related the findings are to the current existing practices in the health care sector of New Zealand.; and lastly the recommendations – which will recommend few opinions on how to better implement certain HRM processes and in short, achieve a higher level of employee and patient satisfaction as well as a prominent name in the healthcare industry for “St johns” Health Care. 

Table of Contents

  • “Introduction”
  • “Part A”
  • “Background and Significance of HR in the Healthcare Sector”
  • “Health and Policy Application of at least three (3 key) Human Resource Policies”
  • “Three (3) Benefits of the chosen three (3) Key Policies”
  • “Part B”
  • “Discussion on three Human Resource Processes”
  • Regulatory compliance
  • “Three processes that will help the chosen organization in achieving improvements on effectiveness of staff performance”
  • “Part C”
  • “Findings”
  • “Evaluation”
  • “Recommendations”
  • “Conclusion”
  • References

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“Introduction”

The following report is dissection of the several relevant aspects of HRM practices centred on the health sector in New Zealand. The purpose of this report is to critically analyse the several HR policies relating to the healthcare sector, of “St johns” Health Care. It also seeks to ascertain the healthcare development necessities in regards to opportunities of healthcare workers employed at “St johns” Health Care. This report seeks to discuss in detail the intricate workings of the human resource processes and functions of “St johns” Health Care and explore the significance of these processes and functions in lucidity to the existing operational fallacies in the work environment. Three particular HRM processes will be elaborated upon and understood so that they can be implemented at “St johns” Health Care (CHC) to optimise the performance of the health workers as well as enhance the operational strategies of the organization. It is for the relevant management to explore upon these HRM processes and implement those that they deem fit to properly integrate within their organization keeping in mind the best interests of the clients, employees, society and the environment. The primary aim is to present a satisfactory analytical evaluation of efficient and effective strategies that can be implemented to enhance worker safety standards and juxtapose them to the existing standards and suggest necessary upheavals or amendments if any (stjohn., 2020).

“Part A”  

  • “Background and Significance of HR in the Healthcare Sector”
Human Resource Management (HRM) is increasingly becoming a rising topic of debate in the health care sector. The importance of proper HRM processes to ensure employee efficiency and better planning strategies in decision making have gradually become the prima facie of modern healthcare institutions worldwide. Technically, from a management standpoint, HRM is one out of three pillars of any health care facility, the other two being investment capital and raw material or consumable goods expenditure. These three pillars form crucial budgetary elements of any modern day healthcare system. Since healthcare workers are chiefly divided into primary healthcare givers and secondary health care workers, there needs to be a clear distinction between the two and they need to be managed distinctly with the help of prevalent HRM processes and this itself warrants more examination and study. (Organization, The World Health Report 2000: Health Systems : Improving Performance, 2000)
Similarly the work culture and organizational structuring of CHC is such that updated HRM policies need to be put in place to enrich the quality of service provided in healthcare, simultaneously ensuring proper safety and welfare for its numerous employees. The rapidly generating array on needs for specialized healthcare services merits for employment of new human resources in the designated fields which will inevitably result in a diverse team of employees and a proper understanding of HRM processes and practices is needed in order to effectively make use of their services and in the process achieve optimization at the workplace of CHC. The existing social, cultural and ethnic diversities of the workers and customers or clients raises new demands for better quality of HRM processes like job analysis and recruitment criteria. Proper and specialized training and in-service workforce training programs need also to be implemented in order to expand the skill sets of competencies of the workforce. There is also need to introduce better planned workforce mobility which again places new demands on the effective management of said human resources. (Organization, World Health Report 2003: Shaping the Future, 2003)
 
 
  • “Health and Policy Application of at least three (3 key) Human Resource Policies”
One of the top most relevant HRM policies that need to be looked into in the workforce management of a healthcare institution is the Job Evaluation Policy. The upper level management and the HR department of “St johns” Health Care need to maintain a dynamic record of work competencies and attributes of employees in order to ensure efficiency in the work processes. It is of prime importance that specific job roles are elaborated and designated to the proper employees to maintain fluency in work organization and at the same time guarantee the best possible deliverance of service at CHC. (JanettaSȋrbu, 2014)
The policy of recruitment and selection is another fundamentally important function of HRM that needs to be dealt with care and effective strategy at the “St johns” Health Care. First and foremost, the requirement for human resource throughout the organization should be carefully mapped by the HR Manager of CHC. Following that, surveys and market research should be conducted to seek out eligible candidate to fill the existing vacancies in the institution. If the job search is conducted effectively in accordance with established HRM functions of recruitment and selection, then it will result in the organization having a healthy database of eligible candidates and even those that do not qualify certain criteria. Another interesting methodology that can be applied is recruiting interns, who can be trained and settled in the existing vacancies, resulting in a decreased expenditure in the process of hiring. Moreover, a well balanced and thought out recruitment program is bound to attract a suitable number of competent candidates. (Sophia Diana Rozario, 2019)
The third process that will be discussed is the training and development policy, which are time consuming as well as expensive process of HRM. However, when conducted judiciously and effectively, the achieved results can be a better class of service and customer feedback. Introduction of new technologies in healthcare can often lead to redundant job competencies among employees which can seriously hamper the welfare of such employees in regards to their job security as well as cause massive losses to the organization in terms of cost as well as clientele due to poor quality of service. CHC should actuate necessary training workshops and sessions for employees upon the introduction of new forms of medication or even medical technology into the workplace. However such training workshops often need the assignment of expert trainers and most of the times competent in-house employees do not suffice, thus incurring excessive costs to the company. This policy is linked very intimately to the recruiting and selecting policy because training can be provided only on the basis of information regarding pre-requisite knowledge levels of recruited employees. (Dan S. Chiaburu, 2005)

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“Three (3) Benefits of the chosen three (3) Key Policies” 

Short-Term: Delivering the best health-care services to its residents is the short term goal of CHC.

Long-Term: Becoming a competent rest centre in New Zealand and maintaining a profitable healthcare system is its long term goal. 

Following listed below are the benefits of the chosen HR policies in a precise and detailed manner with regards to the employees of CHC:

Job Evaluation Policy Benefits:

  • Evaluating employee capabilities: Overall employee competencies and skill levels can be assessed and worked upon by the respective departmental managers as and when the need arises. When there is a ready database of evaluated jobs and what each employee is capable of doing, then it is easier for management of CHC to make assessment of which employee deserves promotion based on their progress. (Brown, 2011)
  • Encouraging good performance: Best employee performance can be identified and CHC can incentivize such performances. A system of incentives and non-monetary benefits rewarded to employees who perform better is very helpful for CHC. Such a system can further encourage better performance from employees. (Baker, 1992)
  • Equal pay for equal work value: Job evaluation helps CHC to assess whether healthcare workers are being paid amounts that are equal to their capabilities. This helps CHC to manage human resource costs. (Mikos, 2020)

Recruitment & Selection Policy Benefits:

  • Variety of choice in candidates: Successful recruitment offers managers a diverse group of skilled candidates to choose from. When recruitment is done critically, management of CHC has more options on their hands on whom to hire and thus they can make better choices. 
  • Increased performance of business: A healthy recruitment policy can ensure a higher employee turnover rate, in the process, extending better services both qualitatively as well as quantitatively. Attracting better quality candidates means CHC gets to hire the best people. (Kumari, 2012)
  • Boosting morale: If recruitment and selection is done properly, then better quality of managers can be hired by CHC and such capable managers can boost morale of and encourage health workers. (Joy O. Ekwoaba, 2015)

Training & Development Policy Benefits:

  • Motivate health workers: Training modules and workshops can effectively enhance employee career prospects and motivate workers. Being able to develop new skills and knowledge is an interesting and attractive offer for employees at CHC and CHC can ensure better performance from its workers and even loyalty to the company.
  • Employee Retention: Such a motivational tool is often used in HRM as a means of non monetary benefits for employees and is also a tool for employee retention. As stated earlier, motivational tools like these can ensure employee loyalty to the company. To elaborate, when workers realize that they are gaining non-monetary benefits like these, they will not want to change companies easily. (Truitt, 2011)
  • Efficient workers with healthy work attitudes: Efficient and updated training of healthcare workers helps promote innovation and adoption of the latest technologies seamlessly within the healthcare institution. Such training programs even have a positive effect on the mindset of health workers and thus that also helps to increase their efficiency.
 

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“Part B”

“Discussion On Three Human Resource Processes”

Regulatory Compliance: 

One of the most important human resource processes is Regulatory Compliance. In this process, the human resource department of CHC makes sure that the workers are following the different regulatory mandates placed on them by the company due to certain political or legal guidelines. It is the duty of HR personnel to make sure that all health care workers at CHC are following the regulatory guidelines to ensure that the rest home overall stays compliant of all policies. Due to several changing trends and work and employment lot of new regulatory policies are often adopted by organizations such as CHC. It is not always expected that employees will all follow the newly framed regulatory policies strictly. Many a times new policies are not communicated properly throughout the organization and that is where the job of regulatory compliance process in HRM starts. (Jenny K. Rodriguez, 2017)

Compensation And Benefits:

The most important human resource function or process that is related closely to individual employees is Compensation and Benefits. This is the biggest factor of motivation for workers and health care workers at CHC or any other company for that matter. It includes offering employees health benefits, retirement plans and of course their wages. These are decided by comparing the benefits and compensation of workers in other companies within the same industry. Sometimes even workers in the same company are assessed to set some standards of compensation and benefits of an organization like CHC. It is often seen that adopting a total reward management approach which contains a mix of monetary as well as non monetary benefits for employees is greatly effective in the compensation and benefits function of HRM. (Birtch, 2006)

On Boarding:

It is one of the first processes of HRM. It is basically the process by which newly recruited and hired employees are introduced with their colleagues, juniors and superiors within the company. This process is more complex and long drawn out that orientation and integration and tends to last over a year sometimes. Health workers at CHC are introduced to the machinery and equipment they will be using during this process of on boarding. They are also made familiar with all other company resources they will be using. They are also informed about their performance expectations and detailed job descriptions. The 10-step on boarding model is often used in this HRM process and inefficient on boarding can seriously hamper the productivity of organizations like “St johns” Health Care. (Cam Caldwell, 2018)

“Three processes that will help the chosen organization in achieving improvements on effectiveness of staff performance”

HRM processes go a long way in ensuring effectiveness in the organization. Functions and processes like Regulatory Compliance are used by the HR department of CHC in order to maintain all employees from following certain guidelines. When government or legal guidelines are followed, CHC faces fewer liabilities in legal issues. At the same time, following compulsory regulations make sure a disciplined work culture evolves within the organization. By following regulatory compliance, health care performance can also increase as they will develop a well guided work ethic. Also, CHC can provide better quality service with improved staff performance and can compete with the top players in the industry of health care sector. (John Kitching, 2013)

Employee performance depends on several factors and Compensation and Benefits function of HRM processes is a major factor out of those. Proper compensation and benefits help to boost the motivation level of health care workers at CHC. Employee turnover, motivation, performance and overall attitudes are greatly affected by this particular process of HRM. At CHC, workers look for both monetary as well as non-monetary benefits at the workplace. When the staffs are granted satisfactory monetary and non-monetary benefits, they develop more faith in their company and are willing to work a little bit harder to ensure profitability of the company. It is an effective motivation tool used by HR personnel to retain employees at CHC. (Schiemann, 1987)

The power of on boarding is often not appreciated at the workplace. It is a powerful HRM process that can greatly enhance the work processes and organizational integration. Newly hired employees can bring a lot to the table. By enforcing proper on boarding, the HRM team at “St johns” Health Care can make sure that all the extra qualities and capabilities of new recruits are judged and utilised to the full potential. In the process of on boarding employees at CHC are given introduction to the various departments and are taught how to use the medical equipment in a correct manner. In doing these it can ensure good quality performance from the newly recruited members of the work force at CHC. (Bauer, 2015)

“Part C”

“Findings”

After doing an extensive and conclusive research, the following two processes or system have been described on the basis of the best health or safety practices applied and implemented by “St johns” Health Care:
  • Policy and procedures of “St johns” Health Care: CHC is highly dedicated to provide the best services to the residents of nearby communities. The above discussed processes and functions or systems of HRM are highly effective for CHC and helps it to maintain the high standards of service it strives for. It has implemented several health and safety practices that enable it to maintain healthy and long term relationship with its several stakeholders like the patients, service providers and legal systems as well. It carries out a healthy business ethic by keeping confidential all patient information and also does a great deal towards the welfare and benefits of its health care workers too. Hence, these HRM processes have proven to be very useful in formulating favourable policies for CHC.
  • Reviewing and controlling by staff and management: These systems and procedures have provided CHC with proper measurement standards for the staff and management to follow. It ensures that important and sensitive information of the organization remains guarded as well as all records of employees, their performances, finance etc. are being well maintained. The staff at CHC has become highly reliable in maintaining crucial information records and even financial records for the benefit of the company. As a result all proper procedures of human resource management are being followed at CHC so as to prohibit any kind of malpractices and enforce a positive work environment where both individuals and the company can have positive growth.
Therefore, it is safe to say that such human resource processes have succeeded in providing a better quality of employee security as well as promote the performance of employees by boosting their morale so that they are able to deliver better quality of services to the patients of CHC. Such HRM processes not only provide security to health care workers but also greatly reduce the expenditure on human resources at CHC and as a result help it make higher profits.
 
 

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“Evaluation”

It has been evaluated that the “St johns” Health Care organization adheres to all current regulations of the New Zealand government’s ministry of health. CHC has placed its own company guidelines to better enforce these government regulations in order to be in compliance at all times. The following are some of the best practices of “St johns” Health Care: (Legislation the Ministry administers)

  • Misuse of Drugs Act 1975: “St johns” Health Care is in total compliance with this act and has several systems installed so that health workers cannot misuses drugs acquired from the pharmacy. There are systems and procedures in place so that health care workers need valid prescriptions or diagnosis reports of patients to get medicines (drugs) from the in-house pharmacy.
  • Stark Law: According to this law in New Zealand, healthcare workers or doctors cannot refer Medicare or Medicaid for anyone to the institution with which they have a financial relationship with. In this regard, CHC policies prohibit their workers from referring their contacts to it, in accordance with the Stark Law. (Hare)
  • Waste Minimization Act 2008: “St johns” Health Care already has in place effective policies that help in proper waste management. All medical waste is segregated to prevent any kind of cross contamination. Even bio and non-bio wastes are efficiently categorized. All inventory of CHC is well documented so that wastage can be minimized easily. Even for sanctioning purchase orders, proper inventory checks need to be done to prevent buying items existing in the inventory.

Upon critically analysing the several policies of CHC, they have been compared with other standards and legislation of New Zealand:

Best
practices of “St johns” Health Care

Best
practices of New Zealand

·        
The regulations of The Joint
Commission are followed duly.

·        
All ethical standards and medical
practices are followed properly.

·        
Social responsibilities like
spreading awareness about medical conditions, is also part of its agenda.

·        
Unethical and illegal practices
like bribery, deception, intimidation and misappropriation of the trade
secrets are strictly acted against.

·        
According to the Health Insurance
Portability and Accountability Act (HIPAA), CHC follows absolute secrecy of
patient information. Patients can also rightfully demand a copy of the Notice
of Privacy Practices according to the confidentiality policies of CHC.

·        
The Health and Safety at Work
Act, 2015 (HSWA) is followed at CHC to improve safety at the workplace for
healthcare workers.

·        
New Zealand’s safety and
healthcare laws state the best possible guidelines to ensure safety and
health of both the patients as well as the healthcare workers.

·        
Health and Safety Committees
(HSCs) are aptly developed in New Zealand to enhance collaboration between
healthcare workers and health representatives. This helps in developing
efficient standards for health care in the country. 

“Recommendations”

On the basis of the findings and evaluations of the healthcare policies related to HRM, at the “St johns” Health Car rest centre, certain recommendations can be made as under:

• Increase the participation: Attractive benefits and compensation – both monetary as well as non-monetary should be given to workers at CHC in order to increase the level of participation of employees.

• Program evaluation and improvement: The CHC upper management should properly regulate and enforce the guidelines of the HSWA in order to assess and evaluate improvements in the systems of the health care centre.

 

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“Conclusion”

It can be concluded that HRM processes are indeed a game changer when it comes to health care sector. Such processes can ensure the healthy cooperation and participation of health care workers to boost the health care system of New Zealand. Properly structured and managed HRM processes can also help “St johns” Health Care to stand out in the health care competition and at the same time ensure that all regulatory compliances are met with. And lastly, it increases employee retention by providing security and safety for the workers.

 

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