Answered Essay: How would poor HR management be a threat to vital roles in a healthcare organization (such as RNs,

How would poor HR management be a threat to vital roles in a healthcare organization (such as RNs, physicians and others) and other aspects that HR management are responsible for handling like (recruitment, sexual and racial discrimination and employee retention just to name a few)? (Give 1 example on how poor HR management would impact 1 of the things listed above). How could a poor HR management become less of a threat and bring their area up to part and exude excellence by the things listed over a period of time? (Give 1 example of how a poorly ran HR management could improve their management so they wouldn’t impact the things listed above in a poor or negative way)?

Expert Answer

The poor HR management can be a threat to vital roles in a healthcare industry due to following reasons.

  1. High employee turnover ratio. With poor working conditions and dissatisfaction at work place due to poor defined job description and execution, the morale of the health care givers would be at bottom and most of them dissatisfied may leave the job. Since health care is very sensitive, skill required human service sector, this can affect the reputation of the organization. At the same time lot of extra efforts has to be made to recruit the empty positions and given the higher turnover ratio, this may be a difficult and challenging task.
  2. Loosely defined HR planning and Execution. The poor HR management does not have any connect with executive and operational management which leads to situation of misunderstanding, poor communication and bad decisions. Vital HR functions takes a back seat as most of time is spend on managing and fire fighting cropped issues at regular intervals. Organization goals and mission becomes difficult to achieve as HR is not able to align its efforts and direction to achieve the best out of human capital.
  3. Motivation and productivity level of employees. Due to poor HR planning and function, the motivation of employees goes down. Health care givers and other employees find it difficult to continue their work and provide maximum output through their efforts. Training and job enhancement methods to learn new skills becomes rare possibilities and employees start feeling that they have struck in the middle somewhere which results in stagnancy or little career growth. The productivity of the employees of the health care employees start declining which further leads to service, reputation and brand image loss, which again further results in increase in operation cost due higher of either new or addition employees to meet productivity standards.
  4. Not matching the man power requirement of organization. The vital function of HR is to plan and meet the human capital requirement of the organization especially when it is in rapid growing phase. The lack of coordination with different departments and organization goals with HR may create a possibility of mismatch of employee demand and supply which can further hamper the growth and reputation of the organization resulting in potential business loss.
  5. Overall impact on operating profit. Due to poor HR planning and execution, all customer services are affected on all fronts. This results in poor customer service and loss of customer base. With loss of customers and reputation the operating profits are negatively affected.

HR department has always been a pillar of growth for the organization through efficient use of human capital and by raising the potential of the human capital. Good HR Department will always have good recruitment policies to recruit best talent from the market, brings the best out of the employees through various motivation techniques, and helps in capacity building, lays down proper job description which can help in making employee assessment and performance evaluation a meaningful exercise and relate to employee performance contracts.

Various studies shows that most of the employees need friendlier atmosphere, confidence, trust and motivation along with recognition and opportunities for career growth to remain in an organization. It becomes the duty of HR to create the above mentioned conditions and provide positive reinforcement to regain and retain the employees in the health care industry. After all the employees in the health care industry or any industry are the internal customers and the industry cannot survive for very long if it does not serve its internal customer to bare optimum level.

HR can obtain excellent result by creating focus on capacity building, learning, quality teamwork, and realigning its priorities to serve the existing departs of the healthcare organization. Capacity building exercise will result in positive motivation level, keep the productivity level of the heath care givers and employees above the desired level as these employees would be more interested in acquiring newer skills to enhance possibilities of defined career growth. Learning of quality team work will ensure better communication and participation in the planning all the aspects of the various teams operational in the organization. This will help in understanding of various challenges and difficulties faced by the teams and HR can bring in its expertise domain knowledge to offer solution to the challenges and problems faced by the teams. This further result in strong cohesive bond, understanding of needs of different teams and making a practical feasible plan, empathy and leads to fulfillment of organization vision and mission. With learning quality teamwork and participation, HR can realign its planning and activities in the best interest of the organization and the employees. This would further help in creating positive impression and a efficient and most productive approach to utilize the available resources of the organization to be used in most efficient manner to serve and grow the customer base, thus bring a positive impact on the net operational profits.

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