Introduction

Within a health care organization or any other organization for that matter, employees come with different opinions, priorities, and beliefs. This so because of the different background from which they are drawn. For these employees to be efficient and productive, they need to manage properly. This is where the aspect of Human Resource Management comes in. According to Wright (2018), HRM involves managing employees strategically and coherently. With proper management, the employees can collectively work individually as a team towards attaining the objectives and goals of the organization. In a health care company, human resource management involves planning, recruiting, interviewing, selecting, placing, training, developing and motivating highly skilled and qualified employees in a bid to ensure they unleash towards the attain my of organizational goals (fig 1).

Overview of the process and steps

Before an employee is hired for a job position, the organization will have to go through a step by step hiring process. As Nikolaou and Oostrom (2015) posit, the step by step hiring process consists of four fundamental phases. This phase includes planning, recruitment, selection and hiring or placing.

Human resource planning as illustrated in Fig 2 encompasses identifying current, and future human resources need that is needed by the company to achieve its overall objectives and goals. Human resource planning links human resource management with the overall company’s strategic plan.  Human resource planning begins with an assessment of the company’s current human resource capacity. The assessment must include employee numbers, skills, qualifications, experience, age, contracts, performance ratings, titles, and compensations (Nikolaou & Oostrom 2015). The assessment is then followed by a forecast of future human resource requirements. Through the assessment of current human resource capacity and the projection of the future requirements, the human resource manager can then determine the human resource need gaps that require to addressed. The planning process ends with the integration of the plan with the company’s overall strategy.

The recruitment phase is the actual process that is used to find and attract potential employees to fill up the gaps or the vacant positions in the company. It entails identifying of job vacancies, conducting an analysis of the requirements of the job vacancy, review of the application, screening, short long and selecting the most qualified candidate or candidates.  In other words, in recruitment, the company through the human resource department has to make efforts to reach a pool of potential employees through whichever means (Wright 2018). Candidates who respond are assessed through interviews or other means to find out whether they meet the required qualifications for the job.

Interviewing in recruitment is the act of determining if the applicants have the qualifications needed for the position the company wishes to fill.  During the interview process, candidates are asked questions about their experience and skills, work history, availability, and qualifications.

Employee selection involves deciding the right candidate for a vacant job position from a pool of applicants. Only applicants who are highly skilled and qualified are selected.  By selecting the best applicant, the company is in for a quality performance.

Comprehensive Strategy for Training New Employees

Designing effective employee training is necessary for the success of the business. The process provides benefits to employees and the business only when planned carefully and implemented. Engaging new employees in an activity that makes them feel like part of the business translates to motivation and productivity from the employees and profits for the company in the long run. Therefore, training is a process through which the human resource in an organization attain knowledge and skills that help in improving corporate performance. In designing a training strategy, it is important to develop one that meets the needs of both employees and the organization (Cloutier et al., 2015).

Training new employees will involve some steps as shown in Fig 3. The training strategy for new employees will begin with the identification of tasks and the procedure that employees need to learn. The immediately after they are selected and placed, employees will require to made aware of the tasks and procedure they are expected to perform in the position. These tasks and procedure will be made as concrete as possible to ensure that the employees do not have any difficulty in learning them. The tasks will then be broken into a series of steps an aspect that will assist the employees in having a clear understanding of what is expected of them in their new position.

After the tasks have been listed down for the employees, it will be imperative to identify the best person to guide them through the tasks and procedures. If there are experience employees in that position within the company, they will be used to guide the new employees through the tasks (Cloutier et al., 2015). If non exists, it will be the responsibility of the human resource manager to find them a mentor or a coach who will make them understand what is required of them in their new position.

The resources required for the tasks need to allocated at this point. These resources will include supplies, workspace, equipment, and time need to complete the tasks. For the training to be practical, it is essential to provide adequate tools a d time for the employees to learn about the tasks a d procedure. Employees need to be guided step by step on how to go about their duties. After they have acquired enough information about the functions and the procedures, they will be required to perform them on their own. Their understanding and competence of the functskions and method will then be reviews and feedback will be given either as an individual or as a group. If there are any issues with performance, the training will be reviewed and improved accordingly.

Training Strategies to Motivate Employees

According to Cloutier et al. (2015), employees who are motivated perform the best in the organization. Human resource managers understand that their employees need to kept motivated all the time if they need improvement in performance. Whichever training strategy the human resource manager has to use it must have some aspect of motivation in it. Most of the training strategies that are designed to achieve an educational goal, such as teaching a new skill offer motivation to the employees.

Coaching on Soft skills development

Training employees for soft skills such as behavior and personal attributes motivate them to perform their task efficiently and effectively.  Employees need these skills to improve the way they interact with other their colleagues, the management and the patient. According to Cloutier et al., (2015), giving training on enhancing soft skills makes employees get motivated thus increasing the turnover rates. Employees need to be trained on how to improve their communication skills, problem-solving, skills, time management, teamwork among other things. Employees who have been given training on these skills are not only efficient in their tasks but are respectful and collaborative.

The second training strategy is leadership training. Employees feel motivated when they offered a viable career path. Leadership training programs help employees to learn skills on how to handle other people and how to be an effective leader.  These programs can be delivered through training classes on management. Also, employees can be made to attend seminars held by third-partie that specializes in management training. Leadership training prepares employees to be ready to take management roles within the company when they become vacant or when a new position are created. Employees feel much motivated when they are offered training to understand every job duty in their position. This includes how the company is run.

Key Issues Faced by HRM Employees

Healthcare human resource management employees are faced with a myriad of challenges which if not attended to in advance and with the right strategy will hinder the delivery of patient care. They primary issues HRM professionals and in particular the HR manager face is the issue of staffing. Recruitment and retention of highly skilled and qualified employees is a big challenge. It becomes a challenge since health care professionals are demanding high pay which is becoming difficult for the HRM department to maintain (Bader et al., 2015). Besides, finding employees who will comply with set regulation and who will work diligently is a challenge. With the current advancement in technology, the healthcare field require employees who are well equipped with technology. Another issue is improper behavior and personal problems of employees which have become prevalent in the industry. The problems of absenteeism and termination are also evident (Bader et al., 2015).

Compliance with laws and regulation is yet another challenge. HRM managers are finding it difficult to comply with the ever-changing requirements and rule relating to employees recruitment. These laws include compliance with the Affordable Care Act and the IRS (Bader et al., 2015). Internally, management changes concerning strategies, structure, and internal processes are proving difficult for HR employees to cope with.

The other issue revolves around workplace diversity. Employees recruited are from different ethnic groups. This means that the HR department has to deal with ethical and cultural differences of its employees. The more the workplace is diverse, the more the risk of lawsuits for failing to protect employees from harassment is high.

Several ways can be used to address the challenges faced by human resource employees. First, the HR department must put more emphasis on training and development programs. These are an instructional strategy that will help employees working with the company to understand what is required of them and how to go about the procedures. They have to be trained in technology use among other things. The HR department must also device motivational programs such as compensation packages to keep employees motivated and up to the tasks. This will help reduce absenteeism.

Visual Components that Enhance the Program

Fig 3

Fig 2

Fig 1.

Conclusion

Human resource management is an essential aspect of a health care company. The primary role of the human resource management is to manage employees strategically and coherently. Supervision of employees begins from where they are recruited to the company until the point where they cease to be part of the company. Human resource management involves a series of functions that are focused on the management of employees. These include social resource planning, recruiting, interviewing, selecting, placing, training, developing and motivating highly skilled and qualified employees. Once, employees have been selected and put in their respective positions; they require formal orientation. A comprehensive training strategy that addresses the tasks to perform is essential.

References

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Wright, P. (2018). Fundamentals of human resource management. Management, 5, 27.

Bader, B., Schuster, T., & Dickmann, M. (2015). Special issue of International Journal of Human Resource Management: Danger and risk as challenges for HRM: how to manage people in hostile environments.

Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The Importance of Developing Strategies for Employee Retention. Journal of Leadership, Accountability & Ethics, 12(2).

Nikolaou, I., & Ostrom, J. K. (Eds.). (2015). Employee recruitment, selection, and assessment: Contemporary issues for theory and practice. Psychology Press.

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