Human resource management (HRM) or staffing is the management function devoted to acquiring, positioning, training, appraising, and compensating individuals for specific job functions in an organization. Better human resource management practices can help mould a company’s workforce into a team of motivated and dedicated people, who are capable of effectively managing the assigned work responsibilities in line with the employer’s strategic business objectives and contributing towards the organization’s growth.
In healthcare organizations, the role of HRM includes, but is not limited to the following activities:
Ethical issues of treatment
The HRM department must develop and put into practice a code of ethics and business conduct that covers the roles and responsibilities of all physicians, hospital management, as well as the board. This is important to ensure the business and patient care practices of the hospital/clinic are conducted in an honest, ethical manner.
Health and safety of employees and patients
Hospitals/clinics, where most people are cured, are actually hazardous environments for people who work there. Human resources professionals can help improve the standards of safety for everyone as they best understand the workplace environment, the employees, and the demands of different jobs.
Human resource planning
This involves assessing workforce requirements of the hospital/clinic and matching the right people with the right opportunities. The objective of human resource planning is to ensure that the workforce needs of the organization are constantly and adequately met at all times and any shortage or surplus of manpower is avoided.
Employee selection and recruitment
Also referred to as hiring, this is the process of attracting and appointing suitable employees for different jobs in the hospital/clinic.
Training and development
Also known as human resource development, this part of HRM is concerned with education and training of the employees in relation to the jobs they have been hired for, and preparing them for activities that the organization plans to partake in the future.
Performance appraisal and management
Effective management of employees’ performance is important to ensure the goals of the organization are being effectively and consistently met.
Employee relations and discipline management
The purpose of this part of HRM is to set and maintain certain standards of performance and work related behaviour. This also includes counseling and disciplinary actions that may be taken against employees who do not maintain the office decorum.
Salaries, incentives, and pay raise
This involves matters relating to monetary compensation of employees in exchange of the services performed, as well as additional benefits and rewards that the organization decides to give an employee on the basis of his/her performance.
All clinics/hospitals are required to follow certain standards and socially acceptable conditions under which the employees and contractors are expected to perform their duties. The legal issues may include any kind of discrimination, unfair dismissal, child labour, occupational safety and health of the employees, as well as compliance of employment terms such as privacy and non-disclosure of confidential data to any outsider.
Efficient HRM could serve as a sturdy backbone for private clinics and hospitals that seek effective management of clients as well as employees, with the aim of improving service, work standards, and footfall in their institution, all of which eventually translates into commercial growth.