Human Resource Management: Health Care Organization

The most challenging area Mrs. Dukes faces is staffing. For a well- developed health care system, sufficient, highly motivated and skillful employees are essential components (Saleem, 2015). It is important that we remember people are the most important and valuable asset of an organization. Every position is an important position and it takes skillful and effective people to fill those spots. “Staffing is the managerial function concerned with the procurement and maintenance of human resources” (Dunn, 2010). Having the right staff members is key in running an organization. If you hire individuals who are

Joint Commission. (2010). Management of Human Resources. CAMH: Comprehensive Accreditation Manual for Hospitals, Hr-1 - HR-10.

* * From the scenario “Learnscape 1: More Help Needed – Now!”, examine the role of human resources in health care organizations. Suggest a key characteristic that is required by HR to establish effective relationships with line managers, indicating the likely impact to the organization.

The role of human resources is also very important in maintaining an effective health care industry. If the managerial personnel are performing their duties effectively and efficiently in a health care organization, the organization will automatically progress. Additionally, the organization will provide the improved outcomes of the patient health and health care delivery as well. This is so because human resource is also considered as one of the most important inputs to effective health care services. Although there exists a variety of challenges in inducting qualified human resource professionals but there is a strong need to solve this issue. (Kabene, 2006)

Staffing models play a significant part in the deliverance of care in a health system as it allows systems to put forth adequate staffing to provide a high level of care. The quality of care providers deliver is influenced by individual provider characteristics such as knowledge and experience, as well as human factors such as fatigue. The quality of care is also influenced by the health care organization or system, which involve not only staffing levels, but also patient need, the availability and organization of other staff and support services, and the climate and culture created by leaders in that setting. The same nurse may provide care of differing quality to patients with similar needs under variable staffing conditions and in different work environments. According to The National Center for Biotechnology Information, staffing and patient care quality and safety are directly related. Figure 1 generically illustrates staffing model framework and

The Joint Commission understands that human resource management (HRM) is vital in any organization because it deals directly with employees, who are charged with the responsibility of achieving the organization’s goals and objectives. Traditionally, majority of organizations treated employees as liabilities. However, over the years, the view has changed to focus on employees as assets. Importantly, in an acute care hospital, committed employees are essential because they would be dealing with patients directly. Moreover, working with such patients requires employees who can create personal relationships with the patients. In essence, patient satisfaction increases when the patients can trust their caregivers (Mathauer & Imhoff, 2011).

In recent years, the healthcare industry has seen a significant decline in the quality of patient care it provides. This has been the result of reduced staffing levels, overworked nurses, and an extremely high nurse to patient ratio. The importance of nurse staffing in hospital settings is an issue of great controversy. Too much staff results in costs that are too great for the facility to bear, but too little staffing results in patient care that is greatly hindered. Moreover, the shaky economy has led to widespread budget cuts; this, combined with the financial pressures associated with Medicare and private insurance companies have forced facilities to make due with fewer

Staffing needs affect the nursing department’s budget, staff productivity, the quality of care provided to patients and even the retention of nurses (Jooste, 2013). The nurse manager has to explain to the management of the benefits of change in providing adequate staffing all the time. Adequate staffing helps staff retention. Staff retention saves a lot of money in terms of orienting new people to the unit. Safe staffing always helps in the reduction of falls, infection rates, pressure ulcers, decrease hospital stays and death. Flexible and creative scheduling is essential for retaining staff and promoting a positive work climate (Grohar-Murray & Langan, 2011). Adequate staffing with good staffing ratio will help nurses to concentrate on their patient care which may help in a reduction in medical errors and lawsuits to the hospital.

There are three staffing models, budget based in which nursing staff is allocated to nursing hours per patient day. Another method is nurse to patient ratio in which the number of nurses per number of patients. Lastly, and I think most importantly is patient acuity in which patient characteristics are used to determine a shift’s staffing needs. My organization uses a combination of methods and taking the overall staffing approach to their specific needs of the unit. There can be concerns about appropriate and safe staffing when only financial approach is taken without considering such as patient acuity, and

Purpose: The purpose of this study were to examine the relationship between mortality or day-to-day, shift-to-shift variations in unit level staffing in One hospital with lower-than-expected mortality and high average staffing. The study also analyzed mortality and the effective of patient turnover. Defined as the admissions, discharges and transfers

Tammie, to combat the shortage of nurse’s health care organizations utilizes the services of staffing organizations. In the healthcare workforce costs continue to rise for traditional options for filling shifts, such as overtime, float pools, contract travelers, and agency personnel ((Kulma & Springer, 2006). High turnover rates increase the need for agency and contract personnel use. The use of agency and contract personnel creates dissatisfaction among employees who have to work a long side individual that are being paid more to perform the same job

Health care employee turnover is a contributing factor for worker shortage. The health care worker devotes his or her profession to serve others while struggling with inadequate pay, high responsibility, and physical strain on the body. An increase in patient need should translate into an increase in staff, but in most cases it does not. Oftentimes, employing health care workers can be compared to a revolving door due to these factors.

On the article titled “How Does Human Resources Management Affect the Success of a Health Care Organization?” Dale Marshall tries to analyses the influence of health care organizations. Marshall supports his idea with eight main arguments and each of them contributes to the success of health care organizations.

In this paper the topic of “finding the right staff” will be discussed through research. Many businesses are struggling to comply with staffing requirements and needs. This is a large problem for many different kinds of businesses; whether they are manufacturing, schools, or healthcare. Staffing is a real issue in the healthcare field. This research will focus on the healthcare system and staffing for health care. The focus will be to determine the accuracy of the problem and identify some solutions to the issue.

A continuous concern that continues to present itself within the healthcare environment is adequate staffing on nursing units. Most hospital organizations try their very best to accommodate staffing needs, though many units remain understaffed for an unspecified amount of time. Inadequate staffing can negatively affect patient outcomes, lead to nurse burnout, and decrease patient satisfaction scores. Combating this issue will require a great deal of effort, as many geographical face nursing shortages when seeking new graduates and qualified candidates. Employees may begin to feel that they are unable to pursue personal goals within a healthcare organization, due to inability to transfer as a result of staffing shortages. This often results in nursing seeking employment or career advancement outside of the organization or geographical area, which further intensifies ramification associated with inadequate staffing.