Assignment 2: How Current Trends Affecting Human Resources Management
1. Analyze two (2) current trends in health care that are affecting human resources management that may likely impact your hiring decision as HR manager. Provide support for your analysis.
Small intro: Two current trends that would most affect hiring decisions for a Human Resource manager are; shortages of qualified physicians and nurses and the constant change in technology.
Shortage of qualified physicians and nurses: There has been an increase in patients due to the Affordable Care Act and more people acquiring health insurance for the first time. Because of this influx in patients there is a shortage of physicians and nurses and organizations are struggling to fill nursing jobs and other critical positions in the hospitals. The demand of care is becoming very hard to keep up with. The author of Addressing staffing shortages in an era of reform states, “It is estimated that by 2030 there will be a shortage of 900,000 nurses and 45,000 primary care physicians” (Sanford, 2013). Human Resource managers (HRM) are combating these increasing numbers and keeping up with the demands of the patient loads by opting to hire more Physician Assistants and Nurse Practitioners. Hiring the nurse practitioners and physician assistants will help lessen the blow when it comes to the decline of physicians.
Constant technological change: Technology is a trend …show more content…
that is affecting human resource management because every day there are new advancements and discoveries in relation to technology that is being introduced to the health care field. There is always some new procedure or device to help diagnose an illness faster or preserve a life. The only way the physicians and other qualified staff can become familiar or comfortable with the new equipment or procedures is through training and education. It is up to HRM to ensure that new and current employees are trained and educated on how the new technology functions and when it is to be used on a patient. “Only eight new projects addressed training in medical technology or lab science; only sic had the goal of increasing the number of persons trained in these fields” (Hardegree, 2005). This problem can be fixed if HR works with the hospitals technology department and takes responsibility for setting up training sessions for employees to see how the devices work and as questions if necessary.
2. Suggest a significant opportunity for HR to become more of a strategic partner within an organization. Justify your response.
An opportunity HR can take to become a strategic partner is by working closer with the organization and just taking the time to see what the employees did on a daily basis.
The HR professionals have the skills, knowledge and abilities to work with any department that an organization provides. HR is trained to adapt with many facets of an organization. HRM can assists in designing strategic plans to balance the needs of the organization as well as the needs of the employees and other stakeholders. HR can also support the organizational functions by recruiting new staff and by developing and retaining substantial team
members.
3. Recommend a model of human resources management that would be the most appropriate for this organization in question. Provide support for your recommendation.
The most appropriate model for HR that would help hospitals is the counseling model because an acute hospitals main goal is to expand its services to the community which is constantly growing. The only way to accomplish this goal is to maintain employees; keep them educated and happy so they can produce effectively and efficiently. Not only is this model the most common used in hospitals according to McConnell and Fallon, Jr. the counseling model also places emphasis on maintaining employees as effective producers (Fallon, McConnell, 2012). In this model, HRM’s priorities is to maintain education and training of employees, help managers deal with personnel issues, ensuring privacy is maintained, recruitment, and retention of employees. The model is a perfect fit because it is known for existing in organizations that has a budget that largely revolves around employees and in order for a hospital to service a growing community the organization will need to hire and educate more employees.
Small intro: Two current trends that would most affect hiring decisions for a Human Resource manager are; shortages of qualified physicians and nurses and the constant change in technology.
Shortage of qualified physicians and nurses: There has been an increase in patients due to the Affordable Care Act and more people acquiring health insurance for the first time. Because of this influx in patients there is a shortage of physicians and nurses and organizations are struggling to fill nursing jobs and other critical positions in the hospitals. The demand of care is becoming very hard to keep up with. The author of Addressing staffing shortages in an era of reform states, “It is estimated that by 2030 there will be a shortage of 900,000 nurses and 45,000 primary care physicians” (Sanford, 2013). Human Resource managers (HRM) are combating these increasing numbers and keeping up with the demands of the patient loads by opting to hire more Physician Assistants and Nurse Practitioners. Hiring the nurse practitioners and physician assistants will help lessen the blow when it comes to the decline of physicians.
Constant technological change: Technology is a trend …show more content…
that is affecting human resource management because every day there are new advancements and discoveries in relation to technology that is being introduced to the health care field. There is always some new procedure or device to help diagnose an illness faster or preserve a life. The only way the physicians and other qualified staff can become familiar or comfortable with the new equipment or procedures is through training and education. It is up to HRM to ensure that new and current employees are trained and educated on how the new technology functions and when it is to be used on a patient. “Only eight new projects addressed training in medical technology or lab science; only sic had the goal of increasing the number of persons trained in these fields” (Hardegree, 2005). This problem can be fixed if HR works with the hospitals technology department and takes responsibility for setting up training sessions for employees to see how the devices work and as questions if necessary.
2. Suggest a significant opportunity for HR to become more of a strategic partner within an organization. Justify your response.
An opportunity HR can take to become a strategic partner is by working closer with the organization and just taking the time to see what the employees did on a daily basis.
The HR professionals have the skills, knowledge and abilities to work with any department that an organization provides. HR is trained to adapt with many facets of an organization. HRM can assists in designing strategic plans to balance the needs of the organization as well as the needs of the employees and other stakeholders. HR can also support the organizational functions by recruiting new staff and by developing and retaining substantial team
members.
3. Recommend a model of human resources management that would be the most appropriate for this organization in question. Provide support for your recommendation.
The most appropriate model for HR that would help hospitals is the counseling model because an acute hospitals main goal is to expand its services to the community which is constantly growing. The only way to accomplish this goal is to maintain employees; keep them educated and happy so they can produce effectively and efficiently. Not only is this model the most common used in hospitals according to McConnell and Fallon, Jr. the counseling model also places emphasis on maintaining employees as effective producers (Fallon, McConnell, 2012). In this model, HRM’s priorities is to maintain education and training of employees, help managers deal with personnel issues, ensuring privacy is maintained, recruitment, and retention of employees. The model is a perfect fit because it is known for existing in organizations that has a budget that largely revolves around employees and in order for a hospital to service a growing community the organization will need to hire and educate more employees.