- HA 255 M1 Assignment Foundations of Human Resources.
Foundations of Human Resources in Healthcare Organizations
Q: What are the skills, knowledge, and abilities required to be an effective human resource professional?
In any case, because of their frequent and various interaction with the staff and proficient communication with the management and external companies, communication skills are crucial. HR professionals should also understand work laws and regulations for healthcare, such as the Health Insurance Portability and Accountability Act (HIPAA) (Krzyzanowski & Manson, 2022). One of the most crucial traits for effective work performance is coping with several tasks and keeping an accurate record.
HR professionals must also be familiar with healthcare industry patterns and regulations. It is essential to focus on battle-solving and critical thinking skills to deal with separate tasks and forestall disputes in the workplace. Third, strategic thinking is essential in the organization when it comes to planning, directing, and coordinating the actions of the HR department to achieve organizational targets according to one viewpoint and enhance workforce productivity.
Q: How is the human resources department structured? Who is responsible for the different functions of the department, and what are some of their responsibilities?
Work positions in the human resources department in a healthcare setting encompass several categories, which contain different tasks. At the top level, there is often an HR Director or a Main HR Officer in charge of this department’s actions and initiatives as well as its mission and vision (Touray, 2021). Below this level, managers are the HR Managers or HR Business Partners, and these responsibilities cover explicit areas, including recruitment, representative relations, and legal compliance.
Recruitment specialists deal with staffing and recruitment of quality candidates within this healthcare industry. Representative relation specialists based on practice and work or take care of issues, give mediational services to those involved in clashes in the workplace, and guarantee that the working climate is healthy. These senior human resource professionals also establish worker benefits and compensation arrangements. Human resource staff and trainers guarantee compliance with the defined approach and initiate and supervise the training activities accordingly. Besides, there can be HR coordinators or assistants who assist in organizing the cycle and executing routine work.
Q: What is your role in managing and enforcing healthcare quality standards, such as those by The Joint Commission or the Centers for Medicare and Medicaid Services? Are there other quality standard organizations you interact with?
As an HR practitioner working in a healthcare facility, regulating and applying quality healthcare standards requires certain undertakings. I make sure that each representative is informed and adheres to the guidelines outlined by The Joint Commission (TJC) as well as the Centers for Medicare and Medicaid Services (CMS) (Abdelmalak et al., 2022). This entails scheduling training meetings on compliance and the right advances toward following and ensuring that organizational strategies comply with existing standards.
I also work intimately with quality assurance departments to guarantee that work satisfies guidelines and to show where it may be lacking. Also, I liaise with other quality standard bodies like the National Committee for Quality Assurance (NCQA) and Occupational Safety and Health Administration (OSHA) to guarantee that the laid practices and approaches contravene no standard set constitutionally and internationally. Overall, I advance the standards of greatness and actualization of various training cycles to guarantee that our patients get the best treatments.
Q: What are some challenges the organization faces regarding human resources? How important is having a positive organizational culture and advocating for employees regarding challenges?
A major issue affecting healthcare HR is sourcing and retaining a talented workforce. The industry has been experiencing a shortage of healthcare professionals, which has some implications on the quality of care offered to patients and the overall improvement of work. Another challenge is that healthcare settings are incredibly unpleasant, and employees are constantly under strain and worn out. Moreover, regulation changes and staff training are always a worry, as are the associated costs.
The following challenges are therefore relevant in this particular circumstance: It is essential to have a positive organizational culture to address these issues. Promoting a culture of inclusion and support benefits employees as it increases satisfaction and engagement, decreases turnover, and mitigates burnout (Makuku & Mosadeghrad, 2022). Supporting the employees by promoting equal treatment, celebrating wins, and giving them chances to advance within the company is in the company’s best interest since it encourages a loyal and dedicated staff. It is crucial to note that by promoting a healthy work culture, the organization would be better positioned to manage HR issues and guarantee quality care.
Q: How can you address these challenges using strategic human resources management?
Managing human resources in the healthcare industry requires a strategic approach to tackling the challenges that are knowledgeable about this sector. For recruitment and maintenance, SHRM can further cultivate its recruitment strategies, for example, through collaboration with educational institutions and providing attractive remuneration. Strong onboarding and mentorship frameworks should be established to ensure new employees adapt effectively to their new roles and feel appreciated.
To address the issue of burnout, SHRM can devise well-being programs, encourage work-life integration, and offer mental health support (Manpreet et al. Paposa, 2024). As highlighted in HA 255 M1 Assignment Foundations of Human Resources, constant education and training should be driven to guarantee that the organization carries out and follows the latest regulations. SHRM also centres around using measurement and analytics to make decisions to determine requirements and opportunities for change. In this way, SHRM interfaces the HR strategies with the organizations’ goals, such as enhancing patients’ satisfaction and organizational effectiveness, and guarantees that the workforce is ready and willing to face the healthcare sector’s challenges. This strategic alignment allows the organization to adapt and face internal and external challenges.
References
Abdelmalak, B. B., Adhami, T., Simmons, W., Menendez, P., Haggerty, E., & Troianos, C. A. (2022). A blueprint for success: Implementing the Center for Medicare and Medicaid Services mandated anesthesiology oversight for procedural sedation in a large health system. Anesthesia & Analgesia, 135(1), 198–208.
https://doi.org/10.1213/ANE.0000000000006052
Krzyzanowski, B., & Manson, S. M. (2022). Twenty years of the HIPAA safe harbour provision: Unsolved challenges and ways forward (preprint). JMIR Medical Informatics, 10(8).
Makuku, R., & Mosadeghrad, A. M. (2022). Health workforce retention in low-income settings: An application of the root stem model. Journal of Public Health Policy, 43(3).
https://doi.org/10.1057/s41271-022-00361-x
Manpreet Kailay, & Kamalpreet Kaur Paposa. (2024). Sustainable Human Resource Management in the Hospital sector: A literature review. Journal of Health Management.
https://doi.org/10.1177/09720634231216062
Touray, R. (2021). A review of records management in organisations. OALib, 08(12), 1–23.
https://www.scirp.org/journal/paperinformation.aspx?paperid=113666