Changes in the Healthcare Industry and the Role of HRM
The healthcare industry has over the years undergone different changes that are primarily aimed at increasing the quality of care offered and its affordability to the people. Considerably, one of the significant changes in the sector over the last five years is the rising use of technology (Nash, 2014). Its purpose is primarily aimed at improving communication, data consumption, to accelerate experimentation and to promote remote monitoring. Other significant changes over the same period include growing concerns over the opioid crisis, emphasis on patient experience, the expansion of Medicare, and home healthcare services (Vogenberg & Santilli, 2018). Notably, the human resource department (HRM) has in different ways played an essential role in ensuring that such changes are successfully adopted. For instance, the HRM has intensified the recruitment of skilled employees to ensure that their facilities can support initiatives such as home care (Varshney, 2014). Moreover, it has increased training and development programs to all employees to enable them to be conversant with some of the legislative, social and technological improvements in the sector.
Characteristics of a Competent Healthcare HR Department
The human resource department is one of the most important divisions in any institution. In healthcare, the HR primarily aims at maintaining a balance between the caregivers and the promoters to ensure success in any initiative employed to improve quality of care. As such, a competent HR department in this sector displays different characteristics including proper planning, organization, creating a suitable working environment, communication and to maintain appropriate work ethics. Among these proper workforce planning and building a good working environment are essential in ensuring extensive training and development sessions are organized to increase employee skills in various fields. Planning, in this case, involves initiating long term strategies that will improve care services, proper budgeting, and employee alignment. A good working environment, on the other hand, entails creating frameworks that would limit employee mobility that, in turn, lead to imbalances.it can be achieved through providing proper compensation in terms of salaries, rewards, and allowances.
Some of the common HRM matrices that ensure positive outcome include turnover, cost of HR per employee, revenue per employee, time to hire, and time since last promotion. Employee turnover means the number of staffs that leave the institution every year (Van Vulpen, 2018). In an excellent institution, the rate must be low depicting proper working conditions and compensation plan. Maintaining low cost of employment in a healthcare facility ensures that the hospital limits the expenses on hiring to have enough revenue to run other departments. On the other hand, time to hire ensures that the facility maintains the number of employees it requires based on the needs and modifications made over a specified period. Lastly, time since last promotion provides that the HR monitors the performance of various healthcare professionals in the institution and develop a systematic promotional procedure.
Strategic Importance of Trends
Trends in healthcare play an essential role in healthcare facilities particularly in promoting proper planning and organizing activities in these institutions. Since healthcare is always progressing and changing, the trends ensure that appropriate technology, communication patterns, and training methods are adapted to provide not only competency but also promote long-range forecasting (Weaver, 2016). Moreover, it ensures that the HR department improves areas such as company culture, risk management, service line decisions, operation budgeting, and goals and objectives.
Trends in healthcare are essential in ensuring that new methods are adopted in offering quality care. For instance, the increased use of modern technology ensures that factors such as security of patient information and billing are improved and that safety is also enhanced. As such, the human resource department has to ensure that the institution implements necessary measures to ensure that the facilities are ready for any changes that may affect their performance.
Nash, D. B. (2014). Harnessing the power of big data in healthcare. American health & drug benefits, 7(2), 69.
Van Vulpen, E. (2018). 14 HR Metrics Examples: The Basis of Data-Driven Decision Making in HR. Retrieved January 22, 2019, from https://www.analyticsinhr.com/blog/14-hr-metrics-examples/
Varshney, U. (2014). Mobile health: Four emerging themes of research. Decision Support Systems, 66, 20-35.
Vogenberg, F. R., & Santilli, J. (2018). Healthcare Trends for 2018. American health & drug benefits, 11(1), 48.
Weaver, C. A., Ball, M. J., Kim, G. R., & Kiel, J. M. (2016). Healthcare information management systems. Cham: Springer International Publishing.