Human Resource Management In Health And Social Care †Free Samples

Question: Discuss about the Human Resource Management In Health And Social Care. Answer: Introduction In the present business scenario, the competitiveness in every business sectors is on an increasing trend. In the recent years, one of the promising and potential sectors are being much concentrated is the health sectors (Kickbusch and Gleicher 2012). Around the world, health sectors including hospitals are garnering huge investments both from the private as well as the governments. However, similar to the other business sectors, health sectors are also rapidly evolving. Hospitals are implementing change management in their own way to adjust with the changing scenario and to enhance the organizational performance (Swayne, Duncan and Ginter 2012). Change can be led by the internal organizational modification or by innovation. Internal and external forces are the main drivers to push the change management in the hospitals. Fuda hospital is one of the prominent private hospitals in China. They are specialized in the treatment of cancer. They entered the health business when the majority of the health organizations in China were government owned or controlled by them. Being a private player, they came up with different approach in providing the health service to the patients. However, in the recent time, they are going through a few change management processes in order to enhance their internal management. In the process of implementation of the change management, human resource management has been played an important role. This report will discuss about the issue being identified in Fuda hospital as well as the change management that has been implemented to overcome the issue. The external and internal force associated with the issue will also be discussed here in this report. Recommendations will be given to enhance the effectiveness of the change management in the future. Role of HRM in the change management Healthcare sector is one of those sectors which are directly dealing with the end customers. Moreover, the healths of the patients are being attached with the welfare of the organizations. Thus, effective management of the human resource plays an important role in delivering desired output. In the case of change management, effective management of the human resources will help to implement the policies in the internal organization more effectively and smoothly. The first role of the human resource management in the change management starts with the recruitment policies (Armstrong and Taylor 2014). It is the responsibility of the human resource manager to aware the newly employed employees about the change through which the organization is going. They should be motivated to come up with suggestions and opinions regarding the change. Moreover the newly employed employees should be well trained along with the existing employees in order to effectively aware them about the organizational culture and vision. It will help them in having the clear idea about the change going to be implemented in the organization. Employee motivation and engagement is another important criterion to be considered by the human resource managers in order to effectively implement the change management (Anitha 2014). It will help them to enhance the approval and rate of consensus among the employees regarding the new practices and policies to be implemented in the organization. The more the employees will be involved in their workplace, the more they will feel comfortable with the change in the organization. Be promoting various employee welfare schemes, human resource manager helps in enhancing the performance and job satisfaction of the employees. It is the responsibility of the human resource manager to determine the requirement of the skills and qualifications from the employees which are required for the change management. Accordingly, the existing employees should be given skill development training and the newly employed employees should be selected on the required criterion. It will help the organization in having the right workforce in the organization to face the challenges after the implementation of the change management. In the case of Fuda hospital, human resource management played an important role in effectively implementing the change management in the organization (Hayes 2014). As earlier discussed, health sector is associated with providing health service to the patients. Thus, due to effective human resource management, the job satisfaction of the employees are being effectively maintained which eventually helps in delivering in better customer satisfaction. Thus, more motivated will be the employees, the mor e will be the motivation level of the employees, the more will be the effective service being offered to the customers. Issues identified with Fuda hospital The effectiveness of the staff in the operation theatre is being negatively affected due to the reason that they are facing risk in handling the sharp instruments being used in the operation. The dull or transparent color of the dish is responsible for the inconvenience for the staff. Thus, it is being recommended that the dish and container in the operation theatre should have loud and bright color in order to increase their visibility (Fudahospital.com 2017). It will help to reduce the chance of injury from the sharp instruments. However, several resistance forces came to effect against the recommendations. According to the employees who are against the change, are having the opinion that the effectiveness of inducting bright colors will have no beneficial effects. They are not sure about the chance of its success. According to them, induction of the bright color will only be possible if they are being purchased as a new set. This will involve cost. In addition, some members are al so of the opinion that the bright color will further affect their vision which will also create risk in the operation theatre (Fudahospital.com 2017). Analysis of the change management To analyze the effective change management to overcome the issue in Fuda hospital, Force Field analysis will be used. According to this theory, positive and negative forces are the two forces which are always being active during the implementation of the change management. Thus, effective management of the two forces will help to enhance the productivity of the change management. The first step in the force field model is to define the goal or objective of the change to be implemented. It should be well communicated to all the internal stakeholders and also aware them about the need for the change (Brewster et al. 2017). The next step is to identify the positive and negative forces in the change management. It is the responsibility of the human resource manager or the project manager to identify the positive or driving forces for the change. They should also determine the requirement of the driving forces to gain an understanding about the relevancy of the change to be implemented. I n addition, the negative forces also to be determined in order to identify their issues which may be relevant. Thus, analyzing the positive and negative forces will help to understand that whether the change should be implemented or not. The concerned executives should also aware about the implications of the change management in the organization. The next step is to analyze the forces on the basis of their scoring and implement the change management accordingly (Cooke and Bartram 2015) Linking to HRM theory Management is a crucial aspect in all of the companies and organizations, in order to achieve success. For the achievement of this success, efficient and judicious utilization of the resources are needed. All these are applicable for the fields including health and safety. The following section develops a theoretical perspective towards the role of HR in mitigating the risks of using sharp instruments. David Ulrichs HR model sheds light on the equal distribution of tasks between the managers and the employees. This is possible only if there is a proper strategic vision towards the execution of the tasks (Popescu 2015). As a matter of specification, the theory enhances the clarity of the readers regarding the ways and means of utilizing the organizational resources in Fuda Hospital. Effective adherence to the propositions of this theory helps the hospital personnel to entrust the staffs with their respective responsibilities. Heres not all, after allocation, the managers need to apply effective monitoring technique for assessing the performance of the staffs. Lackadaisical attitude in this direction aggravates the life risk of the patients (Wager, Lee, and Glaser 2017). This is due to the exposure of misutilization of the instruments by the staffs. Along with this, motivation theory is also appropriate in this discussion. Motivation generates an urge among the employees to reveal better performance. Motivating the employees about the judicious utilization of the equipments minimizes the risk factors of the patients. Countering this, it is the eagerness and willingness of the employees for making judicious usage of the sharp instruments. Herein, the provision of motivation and encouragement by the senior and the experienced doctors is only a medium for the professional development of the employees and the wellbeing of the patients (Schaufeli and Taris 2014). The color issue of the kidney dish reflects the negligence of the staffs in terms of providing quality treatment to the patients. The unhygienic condition of the kidney dish contradicts the aspect of effective and judicious utilization of the organizational resources. Herein, the individual roles of the hospital staffs are nullified, which aggravates the health issues of the patients. Not cleaning the equipments regularly reflects the careless attitude of the staffs regarding the transfer of the sharp instruments into the other tables. If this comes in contact of the patient, it proves harmful in terms of their treatment. Countering this, it is the role of the HR, which is nullified in terms of proving incapable to regulate the performance of the employees in using the organizational resources in an efficient and effective manner (Glasby and Dickinson 2014). Critical evaluation of the situation At the first place, sharp instruments must not be kept open in the hospital premises. This aggravates the risk factors of the patients. Even in the operation tables, the sharp instruments need to be kept cautiously as one wrong step might compel the patients to encounter tragic death. As a matter of specification, using the wrong instrument for operation questions the experience and capability of the doctors and nurses, who have been entrusted with the charge of operation (Kim, Farmer and Porter 2013). Table transfer is a common issue in the hospitals. Asking the other department for lending the table of equipments is natural and obvious in the hospitals including Fuda hospital. However, transfer of the table consisting of sharp instruments is the lack of conscious approach towards the performance of the employees. Lackadaisical attitude in these activities increases chaos, which interrogates the role of the HR, as he is the one, who is responsible for the utilization of the organizational resources. Sharp equipments and injury are complementary to each other. If the negligent attitude of the staffs is placed as a medium between these two aspects, the intensity of injury is increased. Viewing it from the other perspective, open exposure of the sharp equipments possesses an inevitable relationship with injury unless the patients are cautious of the steps that they are taking (Campbell et al. 2013). Countering this, the tag patient is only applicable for the persons, who for some disease or illness lack the basic understanding of the things, which acts as an obstacle in their way. In this respect, it is less likely that they would be cautious about the sharp instruments. Yellow color of the kidney dish, on one hand, can be considered as the unhygienic condition. In view of this connotation, the role of the HR is not at all appropriate in terms of ensuring the benefit of the patients. On the other hand, the yellow color also indicates brightness, which possesses flexibility for the staffs to be aware of the instruments that they are placing in the dish (Dickinson and O'Flynn 2016). Considering the equipment as dish is inappropriate, as there is no food item being served. Instead, if it is called tray, it would have been appropriate in terms of the equipments, which are placed. Placement of the things in the tray needs creative presentation for luring the guests. However, in this context, prioritizing the equipments according to the needs is important for providing the patients with the treatment and care for their speedy recovery. Viewing it from the change perspective, the yellow color of the kidney dish is justified. This is in reference to the enhancement of the visibility of the employees regarding the equipments, which are placed in the dish (Cherry and Jacob 2016). This cautiousness alters the approach of the staffs towards delivering quality care to the patients. Moreover, this cautiousness is needed in terms of all round development of their own self as well as the recovery of the patients from the sufferings and ailments. Rejection of the offer is also justified as the proposed steps do not go without the difference of opinions among the employees. However, in terms of the organizational decorum and harmony, these conflicts stain the workplace sanctity, which makes the hope of the wellbeing of the patients a distant hope (Valentine et al. 2015). This situation arises, when the staffs maintain consistency in not taking immediate steps for achieving effective resolutions for the workplace problems. On the contrary, organizing frequent discussions open forums and meetings makes the personnel aware of the issues, which the employees are encountering while executing the allocated tasks. Inclusion of the line managers into the speculation of the role of HR in the utilizing of sharp instruments broadens the discussion area of Human resource management. As a matter of specification, line managers are the main person, who is responsible for the products and equipments, which play an important role in providing quality treatment to the patients (Shortell 2013). Identification and justifying success Setting short term goals helps Fuda Hospital personnel to improve their focus on the business activities. Moreover, it enhances their confidence in terms of undertaking challenging tasks, which acts as an agent in terms of their professional development. Herein, evaluation plays an important position in terms of assessing the effectiveness and appropriateness of the undertaken steps in terms of the identified and the specified requirements (Aveyard 2014). Maintenance of frequency in this evaluation is additional assistance in terms of upgrading the standard and quality of the performance. Performing one task and conducting evaluation acts as a wise step for the hospital staffs to estimate their progress in terms of achieving success. The thought of achieving success is necessary, but not by putting the needs and requirements of the patients in the second place. The methods to adopt success are validated, when Fuda Hospital staffs reveal conscious approach towards the ways and methods adopted to carry out the business activities. When the staffs attain the maturity to think about this, their employment itself is validated, which adds value to the aspect of change management. This maturity is crucial in terms of attaining professionalism, which helps in achieving customer satisfaction to a great extent (Patel et al. 2013). Absence of this maturity attaches an interrogative parameter to the roles of HR and the line manager in terms of the efficient and effective utilization of the organizational resources. Viewing it from the other perspective, this maturity or rationality makes the hospital staffs an agent in providing the patients with an escape to the patients from their sufferings and ailments. This rationality sets a good example of the personnel in the minds of the patients and their family. This approachability omits the interrogation a nd affirms the role exerted by the managers and the staffs for treating the sufferings of the patients (Dent and Whitehead 2013). Improvement and recommendations Identification of the areas to modify is the primary step towards altering the business scenario. This can be done through the means of adopting the means of survey and feedback from the stakeholders and shareholders. Effective consideration of the responses of the stakeholders and shareholders would make Fuda Hospital staffs aware of the areas, which needs change. Along with this, the managers need to sit in meeting with the board of directors for making plans regarding making effective advancements with the identified requirements. Involvement of the employees in these meetings would bestow a number of solutions on the management of the hospital. As a sequential step, the best appropriate change needs to be selected for enhancing the productivity. After this, evaluation needs to be done for assessing the appropriateness of the selected yellowish kidney dish in terms of providing quality treatment to the patients. Mere assessment of the equipment would not serve the purpose, the employees need to be provided with training regarding the effective and judicious utilization of the equipment for achieving success. Apart from this, after buying the dish, if it is registered, the hospital authorities would be safeguarded from the risks related to the equipment. Along with this, it would validate the resources, which is noteworthy of the HR in terms of revealing cautious and conscious attitude towards the business activities, especially the delivery of quality treatment to the patients. The most important thing is to conduct open forums and discussions, which would reduce the conflicts, discriminations and harassments in the internal environment of the hospital. These discussions act as a wider platform for the employees and the managers to voice out their opinions before the higher authorities. Herein lays the appropriateness of the word open, which is devoid of any concealment regarding the doubts related to the efficient execution of the business activities. Countering this, the first priority is to set up strategies for progressing with the projects in hand in an efficient and effective manner. Inclusion of the relevant activities in these strategies would help the personnel to achieve successful completion of the tasks with the stipulated time. Therefore time management is one of the crucial recommendations in order to provide the patients with the needed care and treatment. For adopting the best yellow colored kidney dish, the marketing personnel need to conduct market research. This research would enhance the awareness of the ersonnel in terms of the equipments, which are in demand within the market. Evaluation after the selection would help the personnel to estimate the progress in terms of the identified and specified objectives. 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