Question

Give an example of a healthcare setting and explain how you, as an HR manager in that setting, would respond to the three issues.

Answer 1

Human resource is considered as the epicenter of the health care industry and believed that human resources play the most critical and significant role in achieving organizational goals and success. Human capital has been recognized as the organization’s life blood, which needs to be developed continuously keeping pace with the development in all other areas of today’s dynamic work environment. A knowledgeable workforce, one that is both highly skilled in a particular occupation and also exhibits flexibility, is seen as the most important human capital resources for the development of a county. In the emerging global market place, human capital will matter more to enterprises than physical capital, and human capabilities will determine the value of enterprise. In today’s modern era, the quantity ofemployment cannot be divorced from its quality.

The quest for excellence in health, both in terms of coverage and in quality of care, is a priority goal leading to the achievement of equity and an overall improvement in the quality of life. The health worker is a privileged intermediary between the knowledge required to reach these objectives and the benefits accruable to the population as a whole, in the framework of sector-wide institutions and the plans and programs associated with the delivery of healthservices. At the same time, it is critical that we recognize and accept that we are immersed in the age of information, or a society of knowledge, in which processes of learning and innovation constitute the pillars of relative competitiveness and integration in the new global economy. At least part of the importance of knowledge in today’s society is based on the need to transform it into a common good, due to the multiplier effect it creates. Nevertheless, in many countries of the Region both access to and appropriation of knowledge are “restricted” and, therefore, not public goods. These global transformations and challenges are also relevant to our analysis of the most salient issues in human resources management, calling upon us to
take a new look at this discipline and perhaps develop new approaches. The trickle-down effects of global change on the public sector, and in particular, on the public health sector and its ability to sustain a healthy population, require renewed reflection and open discussion, both with the involved social actors and the Region’s governments who, on a day-to-day basis, must respond to these new realities and provide adequate solutions that ensure the effective performance of their respective health systems. The management of human resources in health is a key component in the development of strong health systems and services, and approaching it is much more complex than might be supposed.

3 Biggest Challenges in Healthcare HR

Staffing: Growing Demand, Dwindling Supply

One challenge that healthcare HR professionals are currently facing, revolves around thestaffingof nurses and doctors. As demand around the country continues to increase, candidates are finding that they have various options when it comes to choosing their work location; ultimately causing a large shortage in staff in certain areas of the country. With the rising trend towards performance based career models in the healthcare industry, many HR departments are also struggling to recruit and retain high performing workers. In order to manage these challenges HR Managers can implement Applicant Tracking Systems (ATS). These systems streamline the hiring process and include automated notifications and workflows which allow HR managers to quickly respond to qualified candidates while having access to compensation data.

Regulations: Reporting and Compliance

Another challenge in Healthcare HR is the introduction of the Affordable Care Act (ACA) and with it, the new reporting requirements. HR Managers are now required to report to the IRS in compliance with the ACA, meaning managers must accurately track employees and their work hours as they relate to health benefits. Other areas in which regular reporting and tracking is needed is that of annual reviews. In order to receive federal or state funding, hospital based employees are required to have annual reviews and performance evaluations. Employees must also have backgrounds checks, certification renewals, and tracking of inoculations. Fortunately, HR Management Software providers have been responsive to the need for enhanced tracking and reporting software. ACA Reporting and Compliance software helps HR managers to generate and file forms required by the IRS, including 1094-C and 1095-C. The software also helps managers to prepare forms needed by employees and provides hourly tracking applications to identify which employees are eligible for benefits under new regulations. Single end-to-end HRIS applications can consolidate Affordable Care Act Reporting. They also have talent management modules so employee data and requirements are kept up-to-date.

Cost: Investment in Talent Management

One of the biggest challenges faced by healthcare HR managers is securing funding for talent management initiatives which allow departments to offer competitive benefits and attract the best workers. This means that salaries must be competitive while also fitting into hospitals’ financial plans. As funding gets cut and insurance reimbursements are negotiated, hospitals must stay on top of costs to remain profitable. In the healthcare industry, talent management programs offering competitive salaries to hire and retain high performing workers can have a direct impact on patient satisfaction and ROI; it can also decrease staff turnover, which can be another costly hit to an organization. In a landscape in which HR managers struggle with their current budget, finding ways to reduce costs even further in order to invest in talent management, continues to be difficult. Fortunately, IT can be one area in which these cuts can be achieved. Single cloud-based HRIS applications lower costs for hospitals by eliminating internal IT costs. Cloud solutions can reduce costs associated with maintenance requirements, removing costs associated with hardware upgrades and providing automated maintenance and upgrades of applications.

Healthcare HR can become more strategic by running an efficient department and assuring that turnover is low. Technology can support HR managers in overcoming challenges related to staffing, regulations, reporting, and talent management, but cannot overcome poor human capital strategy and poor strategic workforce planning. If healthcare HR develops the right strategy and has the right technology behind them, they’ll get a seat at the table.