HRM IN HEALTH CARE ORGANIZATIONS

Human Resource Management in Health Care Organizations



Human Resource Management in Health Care Organizations

Introduction

The main purpose of this paper is to discuss the human resource management in health care organizations. The paper discusses the HR models appropriate for personnel management in healthcare organizations. Also, this paper discusses the main reasons that why it is necessary for a departmental manager to have knowledge of the organization's compensation scales (Chang 2005). This paper also discusses a healthcare organization having a heterogeneous work group with a staff of different educational backgrounds and job responsibilities. This paper also discusses the different aspects and examples of people and production centered management, and the importance of having complete and up-to-date job descriptions.

Appropriate HR Model for managing personnel in Health care Organization

There are various healthcare models appropriate for managing personnel in Health care organization. The most appropriate model is HR Business Partner Model. This model is very effective in order to manage the personnel in health care organization. This model is specially designed for the health care in order to give the best services to the healthcare industry. The main purpose of this model is to recruit the best personnel in the health care organization. In order to recruit the best personnel, a thorough recruitment process starts which includes the functions of screening and conducting tests for the candidates. As a result, the person gets the selection that is qualified in the test (Ilarrick 2000). After selecting the personnel, a proper training and development program starts. In this program, the selected candidate is trained and developed to learn the theories and practices. This HR model gives proper specifications of managing people in the health care organization. People management is a key concern and leadership and management come under this. To make the plan into a reality, and to symbolize, its dedication to better HR administration, company employs a new, full-time manager to ensure the program's success. This individual was charged with responsibility for both day-to-day operations and for developing the future functionality of the HRMS throughout the organization (Anne 2007).

The decision paid off. The company finds that having someone committed to managing HR information meant that the system was loaded with data faster and ran ore smoothly than expected. Formats were quickly changed to respond to requests for ad hoc reports, and an online library of numerous reports was added.

Why a department manager should be familiar with Staff Salaries

It is necessary for a departmental manager that he should be familiar with the organization's compensation scales even if making salary quotations, and negotiating salaries with perspective are not part of his duties. There are three main reasons for it:

1) It is necessary for a departmental manager because by knowing the salaries of the staff he can know very well that what is the job description of this employee and what level of work he should do?

2) A departmental manager must be familiar with the salaries of its staff even if he is not dealing ...