The quality and safety of medical practice largely depend on the well-coordinated work of well-trained medical personnel. The HR issue is associated with the concept of human resources management (HRM), an area of ​​knowledge aimed at providing an organization with personnel capable of performing the assigned labor functions and their optimal use. Strategic Human Resource Management (SHRM) assumes an integrated management approach associated with developing and maintaining a skilled workforce. Recognition by HR managers of the critical link between HR strategies and organizational strategy and subsequently applying them in practice contributes to the organization’s effectiveness as a whole.
Organizations that merely “talk the talk” may not support their words with action; it may relate to corporate culture or introduce specific strategies and adherence to recommendations. In 2020, projects and strategies to increase inclusiveness were prepared for the staff of medical institutions (World Health Organization, 2021). “Talk the talk” organizations can accept such recommendations but conduct their activities disregarding these innovations. A particular culture is the basis of the organization’s internal environment, and human resource management depends on it. A defined policy for “walk the walk” organizations can, in fact, be one of the most critical tenets of work and coexistence in a team. Managers in an organization that acts following their beliefs about the importance of corporate culture may care about the importance of communicating it to others through training and behavior.
Factors affecting how an organization perceives its human resources are motivation, commitment to the organization, job satisfaction, and stress levels in the workplace. So, HR metrics are indicators of employees’ attitudes and psychological state, by which you can find out the results and performance of human resources in an organization (Anger et al., 2021). In addition, the HR scorecard is a tool that allows you to monitor qualitative and quantitative factors to assess the performance of an organization (Fried, 2015). An example is the Mayo Clinic, which has developed its own HR balanced scorecard that enables the HR department to participate in the organization’s strategic planning.
With the coming into force of the FLSA in 1938, the workplace has evolved into a more tolerant workplace where it is forbidden to bring up topics about gender, age, race, or disability. Employees are protected by law from harassment, retaliation, and discrimination (Moses & Sharma, 2020). HR managers are also vulnerable when they are candidates for a job or appear on the side of an employer (Nayak et al., 2017). To prevent unpleasant situations, citizens need to know the law and use it if something happens. The Civil Rights Act of 1991 (Title VII), Equal Pay Act, being federal, is one of the main and can help in different situations. The Americans with Disabilities Act Amendments Act (ADAAA), Vocational Rehabilitation Act and many others also have jurisdiction over the personnel issues raised.
The HR question is critical to the health care delivery system. The HR department can influence the facilities of health care organizations to make the most efficient use of the organization’s talent pool. Future trends indicate that the range of functions of HR managers is gradually expanding; now, his responsibilities include developing strategies for managing personnel and organization. HRM must alter as the business environment changes and respond to this when anticipating such changes. So it is essential to be flexible and acquire as much knowledge as possible to cope with these uncertainties; HR is necessary for this.
References
Anger, O., Tessema, M., Craft, J., & Tsegai, S. (2021). A framework for assessing the effectiveness of HR metrics and analytics: The case of an American Healthcare Institution. Global Journal of Human Resource Management, 9(1), 1-19.
Fried, B. (2015). Human Resources in Healthcare: Managing for Success. Health Administration Press.
Moses, A., & Sharma, A. (2020). What drives human resource acquisition and retention in social enterprises? An empirical investigation in the healthcare industry in an emerging market. Journal of Business Research, 107, 76-88.
Nayak, T., Sahoo, C. K., & Mohanty, P. K. (2017). Impact of HR interventions on quality of work life: evidence from healthcare units. International Journal of Indian Culture and Business Management, 14(2), 214-236.
World Health Organization. (2021). Human resources: annual report. Web.