Question

How would poor HR management be a threat to vital roles in a healthcare organization (such as RNs, physicians and others) and other aspects that HR management are responsible for handling like (recruitment, sexual and racial discrimination and employee retention just to name a few)? (Give 1 example on how poor HR management would impact 1 of the things listed above). How could a poor HR management become less of a threat and bring their area up to part and exude excellence by the things listed over a period of time? (Give 1 example of how a poorly ran HR management could improve their management so they wouldn't impact the things listed above in a poor or negative way)?

Answer 1

The Human Resource management of every organization have a significant role to play. They mainly focus on successful management of employees at all levels to achieve the organization goals. It develops a partnership between the employee and the management in a productivity way. HR department is responsible to handle all the issues related to employee and management like recruitment,employee retention, sexual and racial discrimination, staff satisfaction and many more. Therefore an active and dedicated Human Resource management is necessary who is aware of the organizational goals and who be dedicated to bring positive outcome.

A poor HR management fails in his duties towards the organization. If the HR management do no function properly it will result in poor outcomes of the organization, staff dissatisfaction, discrimination and bias among the employees and will effect the productivity. The employees will be unsatisfied and this in turn will reduce the retention of staff. For example: In an organization, Human Resource department places a recruitment program for nurses for the post of clinical instructor. The basic criteria for a clinical instructor is to have a Bachelor degree in nursing with minimum two years of experience in teaching field. The HR staff who is responsible for recruitment, interviews ten candidates and becomes fatigued. So finally he elects a candidate who has Diploma in Nursing and one year of teaching experience. When this instructor goes to clinical setting to teach the staff on duty, she remains confused. She fails to respond reasonably to queries asked by the employee. Therefore the employees place complaint against the ineffective behavior of the clinical instructor to the higher officials.This happened due to the lack of required knowledge and skill that has resulted from recruiting non eligible candidate by the Human Resource department.

In order to prevent such incidences,

• The Human Resource department should be knowlegeable and competent enough to make selections.
• The poor HR department should develop competenace at first in their own skills.
• The staff in HR department should have knowledge of the organizational goals.
• They should be aware of the criteria based on which an employee should be hired.
• They should be understand the expectations of the staff and their needs.
• HR should also try to avoid any racial or sexual discrimination and should treat every employee within or outside the department with respect and equality.
• They should ease the working environment of the employees so that the staff is retained for a longer period.
• HR should pay attention to the concerns of the employee and should bridge the gap between the management and the employees.
• At times they may be required to act as a advocate for the employees.
• The HR staff should handle cases with patience. Their frustations, fatigue will effect the productivity of the organization.

For example: The same HR department staff in the previous example who failed to recruit an efficient employee, receives compliant numerous compliants on the performance of the appointed clinical instructor. On reevaluating the credentials of the staff, it was found to be non eligible candidate. Therefore to avoid such mistakes in future, the HR department chose a set of members who will act as a recruiting board with highly competent members dedicated in their work. This decision to make improvement proved to be effective after the next recruitment when highly competent employees were recruited who worked effectively. No new complaints was received from the higher officials and the existing staff should complete staff with the newly appointed employee.