LABOR RELATIONS

Labor Relations in Healthcare Organizations

Abstract

In this study we try to explore the concept of “Labor Relations in Healthcare Organizations” in a holistic context. The main focus of the research is on “Employees” and its relation with “Healthcare Organization”. The research also analyzes many aspects of “Employment issues” and tries to gauge its effect on “Human Resource”.

Table of Contents

Introduction ................................................. 4

Reform and Re-organization of Health care sector ............. 4

Personnel Management Decentralization ........................ 5

A new agenda for human resources management .................. 5

Management of human resources within sector reform........... 5

Employment and Labor Relations Models in Health Sectors ...... 6

Labor Regulation Models....................................... 6

Models of public administration reform....................... 7

Labor Relation and Employment Models.......................... 7

Labor Conditions and Employment Types in health sector ....... 8

Employment and Contract Modalities ........................... 8

Multiple employment........................................... 9

Working conditions ........................................... 9

Participation in management ................................. 10

Conclusions ................................................. 10

References.................................................. 13

Labor Relations in Healthcare Organizations

Introduction

Housing approximately 9 million people in America alone, the healthcare sector is a significant employer in the United States of America. This is mainly due to the efforts employed in increasing healthcare, changing models of care, and changing epidemiological conditions. To make such changes and enhancements possible, health sector reform processes must be devised and implemented on frequent basis that keep well in consideration the human resource working there.

Reform and Re-organization of Health care sector

Despite the participation of the healthcare personnel in the process of health sector reform, the basic determination factor of the viability and sustainability of the reform purely depends on the employee characteristics and their actions.

Unfortunately, the importance of workforce action has always been vilely underestimated. Healthcare sector workers' suggestions should be kept under consideration while implementing reform. Among the main reform mechanisms with consequences on human resources, the following can be identified:

Personnel Management Decentralization

The decentralization of healthcare structure is undoubtedly the basis of significant changing in personnel management in the public sector. Decentralization is occurring throughout America as well as in many European countries. In developed countries, hospitals have become quiet autonomous in managing their human resources as well as the allocation of resources for wages.

New Agenda for Human Resources Management

There happen to be two approaches in managing human resources: the old and the new agenda. The old agenda encompasses persisting issues that personnel administration is unable to deal with. The new agenda, on the other hand, refers chiefly to situations and problems as a result of the reforms.

Management of human resources within sector reform

Even though there have been many amendments in the sector, only few countries have been able to develop to improve human resources or enable themselves to take a stand against the challenges created by health care sector reform. It is unanimously agreed that reforms in the public sector are seen taking place in America, but there is no methodical assurance to guide the process with respect to human resources. Many Countries have initiated ways connecting incentives and performance together, yet only few succeeded in developing far-reaching and essential approaches to enhance labor ...