BUS301 Human Resource : HR for Health Care Setting

Answer:

Introduction

The role of Human Resource is important for any organization. For healthcare settings, the role of HR is irreplaceable. This assignment highlights the role of HR for health care setting. The interactions between the HR professionals and the staffs are mentioned in this essay. A short survey on HR has also been presented. The various human resource management strategies have been also highlighted. A clear distinction between the roles of HR and a nurse manager has also been drawn in this assignment.  

Roles of HR

The HR department has a wide variety of roles to play in any organization. The key roles of the HR are as follows:

Recruitment: One of the essential functions of the HR manager is conducting the recruitment process and selecting the most appropriate employees for the organization. The recruitment of the personnel’s is to be done in such a way that the most suitable applications are selected from a pool of a huge number of applicants (Clement, 2015).  

Safety of the employees: This is one of the essential requirements that the HR manager has to ensure. The safety of the employees is to be maintained and a safe workplace environment should be promoted. Anything that is hazardous to the workplace is to be eliminated.  

Employee relationship: The positivity in the relationship among the employees as well as with the HR manager is essential. In a unionized work environment, the employees have to maintain a positive and healthy relation with each other. The HR manager needs to ensure that a healthy workplace environment is maintained by the employees.    

Compensation and benefits: The benefits and financial compensations are to be taken care by the HR team. Each of the employees needs to be given the right compensation and benefits as per their roles and responsibilities (Parry, Stavrou & Lazarova, 2013). Unfair employment practices are to be avoided by the HR managers.

Training and development: The training and the development needs of the employees are to be identified by the HR department and the necessary training is to be imparted among the employees. The HR manager needs to understand the nature of the training required by individual employees and their needs are to be met, such that they might be able compete with the technological advances in the organization.

Interactions between HR professionals and staffs

The interactions between the HR professionals and the staffs mainly include conversation related to financial benefits and compensations. Increments and incentives are also included in the conversation. Along with these, conversation regarding holidays and leaves are also topics of interaction among the HR professionals and staffs. Moreover, the various issues faced by the employees regarding the work environment as well as work time and holidays are also topics of interactions with the HR professionals and staffs.

Interactions between nurse manager and staffs

The interactions between the nurse managers and staffs differ from that of the staffs and the HR. The nurse manager, though experienced, is less informed and is less experienced in managing the staffs. The nurse manager is often unable to answer the queries of employees regarding the human resource terms and conditions. The interaction between the nurse manager and staffs include the health issues and ways to improve the health care given in the healthcare setting (Rondeau & Wagar, 2016). This interaction is less aligned towards HR management and is more of a professional one.   

Media survey

The media survey revealed that the role of HR and the nurse manager differs in various perspectives. The two perspectives include the knowledge among the two people. The HR has adequate knowledge regarding the human resource of the company. This knowledge is acquired by virtue of the qualification possessed by the HR, along with experience (Parry, Stavrou & Lazarova, 2013). However, in case of nurse manager, the knowledge about the human resource management is very limited and obtained by the virtue of experience. No formal training or education regarding the human resource management is obtained. Another perception of differences includes the efficiency of management of the personnel’s and employees. The HR is much more efficient in managing the employees. However, the nurse manager is not as efficient as the HR in managing the employees and staffs.

  The role of HR that is perceived by me is similar to that mentioned in the learning resource. The learning resource highlights the various skills that the HRM needs to posses. The HRM skills include technical skills, decision making skills, and skills to manage the employees. Staffing, training and development needs of the employees are to be taken care (Lussier & Hendon, 2016). My perception of HRM is similar to that mentioned in the learning resources. Establishment of a positive relation with the employees is essential and has been mentioned in the learning resources as well. Moreover, the safety of the employees is also taken care by the HRM, thus ensuring a healthy, positive and safe workplace. The roles of HR vary widely from that of the nurse manager. The nurse manger is more technically sound, than knowledge in human resource management. Hence, the employees under the HRM are managed better than by the nurse manager.  The health care challenges are solved better by the nurse manager than the HR manager. However, in case of issues faced by the employees regarding their compensation or leaves, the HR managers are more efficient. Hence, as given in the case study, though Janet has been working as a nurse manager and is well experienced, yet she is unable to resolve all the HR issues faced by the staffs.

Conclusion

The activities of HR include various activities such as recruitment, staffing, training and development, compensation and benefits of the employees, working hours of the employees, leaves and holidays. The nurse manager has different role, than that of the HR manager. In the given case study, though the nurse manager had been working as the HR as well, yet, all the HR issues of the staffs are not resolved by the nurse manager. Hence, it is important to have HR mangers along with nurse managers to efficiently manage the employees.    

References

Clement, I. (2015). Management of Nursing Services and Education. Elsevier Health Sciences.

Lussier, R. N., & Hendon, J. R. (2016). Human resource management: Functions, applications, & skill development (2nd ed.). Thousand Oaks, CA: Sage Publications.

Parry, E., Stavrou, E., & Lazarova, M.. (2013). Global trends in human resource management. Springer.

Rondeau, K. V., & Wagar, T. H. (2016). Human resource management practices and nursing turnover. Journal of Nursing Education and Practice, 6(10), 101.