Health system which also referred to as a healthcare system is an organisation of people, institutions, and resources that deliver health care services to meet the health needs of target populations. Commonly, businesses employed their own health care system in order to cut cost and maintaining employees wellbeing.
According to the WHO, human resources management is critical in providing a high quality of health care. A refocus on human resources management in health care and more research are needed to develop new policies. Effective human resources management strategies are greatly needed to achieve better outcomes and access to health care around the world.
Many human resources initiatives for the health sector reform which deals with equity, efficiency, quality, financing and sustainability in the provision of health care are also needed to increase equity or fairness. HR professionals must be able to use strategies such as targeting specific needs and groups or re-deployment services to measure other increments of equity in their organisations which involve social status of an organisation.
HR professionals in health and social care sector face many obstacles in their attempt to deliver high-quality health care. Some of the obstacles include budgets, lack of congruence between different stakeholders; values, absenteeism rates, high rates of turnover and low morale of health personnel.
To minimise the obstacles, HR professionals need to consider the following aspects of managing HRM in health and social care as published at UKEssays.
The introduction of policies and practices should be explained with respect to the organisations related to employment that will aim to maintain the well being of employees and a good relationship between staff and management. In addition, respectful introduction plays a major role in an employment setting as the staff will realise that they have a responsibility that the company would benefit from.
When planning recruitment in the health care sector, HR director has to increase retention in order to reduce future training and whether the organisation needs improvement in the future. Identifying staff training in health and social care setting is also the HR director’s responsibility to take.
To achieve successful recruitment planning, HR director needs to focus on recruitment costs such as external and internal recruitment, time, experiences, numbers of employees, locations, organisational structure, flexibility, quality and quantity, etc. For HR management, they should be available to help the HR director plan the budget needed to spend in terms of managing the needs of recruitment.
Employer and supervisor have to understand the responsibility and must ensure that the workforce provides equal opportunity for different races, genders, and religions. This is in line with the Equal Act of employment that is suitable for health and social care setting which also covers the Equal Pay Act. Sex Discrimination Act, Race Relation Act, Disability Discrimination Act, etc.
To manage shift work, HR should ensure effective communication among staff. With good communication and cooperation, full details of all that happens in the shift must be discussed to the next person in charge to avoid the risk of health. As an instance, giving proper handovers on each shift would be necessary. In the handover, nurses in charge should give clear information and all members of staff should be present, and mandatory training for updating new skills on a yearly basis should be practised at all times.
Continuous training assessment is needed to provide a learning and practices in order to prepare a workforce to motivate to jobs that will benefit the employees and employers. Training will help individuals understand their role, their responsibility in order to maintain skills and experiences in using the system, equipment, and handling service users in the area of caring.
In addition, to identify training and development needs, it can be informed through colleagues or attitude on the responsibility on jobs role lack of ability to complete a task in the positive way an organisation can encourage employees by empowering them in the area of development to become independent, self-motivated, and self-developed.