HUMAN RESOURCE MANAGEMENT

Human Resource Planning and Development in Health Care Center



Human Resource Planning and Development in Health Care Center

Case Study 1

This case study is pertaining to the Human Resource Management of a Health Care system in New York in 1995, which operated at an adequate level and how it adapted an innovative and decentralized Human Resource Departmental practices to shape its organizational culture and workforce behaviors to obtain organizational growth.

People or workforce of an organization can bring any change in organizational culture. It is employees who work for achieving organizational growth and contribute in its effectiveness and success. Therefore, a change in the behavior, practices, beliefs, attitudes, morals and values of the workforce will instantly affect the organizational culture and it keeps on shaping (Kabanoff. Y. 1991. pp. 416-441).

The organization had identified that it requires implementing an innovative and leading environment in which all staff proves to be a leader and outperform in his area of expertise. For this purpose, the Health Care system was willing to adapt a decentralized structure in organization that empowers and authorize the staff to think creatively and bring innovation and new changes in old routine tasks in order to increase the effectiveness of organization overall. In this regard, the HR of the Health Care Center had sated the following goals to achieve;

Training and Development

The main purpose of Training and Development in Health Care system's Human Resource Management is to facilitate employees and enhance their skills and abilities in a participate and contribute in their respective jobs to increase their efficiency professionally and at organizational level. It can take form of any theoretical or practical application of course, knowledge regarding use of latest technologies in the field of medicine or designed activities to shape employees' managerial skills, time management skill, effective communication skills, resource management skills, and leadership skills (Wells. W. & Hejna. W. n.d.).

Job Design

This factor also plays a vital role in shaping behaviors and values of people at work. A job description of an employee should be prepared in a way that entitles him or her to perform certain activities that favor the achievement of the organizational goal. In this case, job design of workforce should involve assignments and tasks that require practicing leadership roles and skills, brining creativity in daily tasks, and assigning decision-making powers to individuals (Wells. W. & Hejna. W. n.d.).

These goals can be achieved by certain set of strategies in HRM that promote equity, fairness, and teamwork.

Fair Reward System

Equity in terms of reward also plays an important role in promoting innovation and leadership among employees. It's a basic source of influencing employees to do what is better for organization. It may include monetary or non-monetary rewards. In addition, it can also take form of employee recognition programs that boosts employee's energy and morale to do better.

Teamwork

Teamwork in health care is important because it improves performance such as enhanced patient safety and satisfaction, reduced length of stay in acute environments, lowered patient's mortality rates, high staff morale and improved ...