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1. What is meant by strategic human resources management in healthcare
Strategic human resources management develops approaches and methods to support the organization’s business strategies and encourage new ideas (Simpson & Fried, 2021). Human resource management is a new topic for me, but I can imagine that this includes many different activities for this department to oversee and develop. These activities include management, recruitment, and maintaining and developing staff (Simpson & Fried, 2021). The healthcare industry is constantly changing and becoming more complex, requiring human resources to develop strategies that attract successful and adaptable staff (Nafari & Rezaei, 2022). Organizations can remain competitive and provide quality care by developing and maintaining a strategic human resources strategy.
2. What are the main roles of healthcare professionals in healthcare organizations?
Healthcare professionals are tasked with studying, diagnosing, treating, and preventing human illness, injury, and other physical and mental impairments (WHO, 2013). There are hundreds of job titles under the healthcare sector, and many are not directly related to patient care, but are considered supporting roles. Our textbook concentrates on nurses, pharmacists, selected allied health professionals, and healthcare administrators. These categories make up majority of healthcare workforce and are crucial to the industry. With a variety of educational and licensing requirements, healthcare professions are optimizing patient care and overall patient health outcomes. There is a rapid growth in healthcare workforce demand and meeting the needs will involve innovation and arriving at solutions that address effective and efficient healthcare delivery while ensuring highly skilled and educated workforce is stable and growing within the industry.
3. In healthcare, employee discipline needs to be handled quickly and effectively. Poor performance of an employee may not only decrease patient satisfaction, but it could also be the difference between life and death.
Employee discipline can be based on job performance, poor behavior or detrimental behavior. A multi-step approach to improving job performance is preferred for the organization. This will help retain staff that have already been hired instead of starting the process all over again. An organization can provide additional training tools and motivation to help employees succeed in their positions. Poor behavior and detrimental behavior are intentional behaviors that would be considered inappropriate in most social situations. Such as stealing and workplace violence. Termination is the best course of action for these behaviors (Fried & Fottler, 2015).
Employee discipline can be difficult to do for many reasons. The behavior is often not addressed in a timely manner, previous performance ratings are inaccurate, and or policies are not being followed. Supervisors may also not want to create conflict with the employee. Executives can help reduce these outcomes by providing regular supervisory training about policies and laws, monitoring human resources activities and providing feedback, and having positive employee relations (Fried & Fottler, 2015).
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