Article: Evolution of Human Resource Management

Article: Evolution of Human Resource Management

References: Cogin, J., Ng, J., & Lee, I. (2016). Controlling healthcare professionals: how human resource management influences job attitudes and operational efficiency. Human Resources For Health, 14(1). doi: 10.1186/s12960-016-0149-0

• Objective and Research Question

In this article, the researchers have assessed the execution procedure of human resource management in Australian hospitals. They have derived the fact of how human resource management impacts professional attitudes and hospital operational competence through the analysis of on-role theory.

The article answers the following question:

1. Can human resource management improve hospital efficiency?
2. What is the current practice followed by human resource management in the healthcare sector?
3. What is the outcome of control-based people management?

• Method

Qualitative research design has been carried out for different professionals like the nurse, physicians, and associated health staff at various levels starting from executives, employees, and healthcare managers. The research was carried out by conducting 34 detailed interviews through NVivo in three phases. The procedure covered two themes, one is the experience of the employees regarding the application of HRM practices, and the other is the significances of these practices on performance outcomes and work attitudes. While carrying out this data analysis process, peer examination strategies and member checks were used to minimizing misunderstanding and maximize the reliability and credibility of the output.

• Findings and Discussion

Out of different experimental methods implemented on various professional designations, the commitment-based framework, and the Snell’s control framework showed a dominance of a control-based reach to people management. This article describes the behavioral control and outputs of employees at different stages of their employment journey. A lengthy recruitment process that includes massive paperwork and levels of approval was not welcomed by three different professional groups of healthcare managers. These employees found it to be a very complicated and unmanageable procedure (Cogin, Ng & Lee, 2016). Hospitals use a stringent mechanism and a standard operating technique to evaluate the performance of the employees that has got no relation with the hospital’s strategic plan. As per a nursing manager, strict routines are expected to be followed to meet the set guidelines that form a significant part of their performance evaluation.

Human resource management was perceived as a non-valuable resource of the organization by its employees. Apart from performing jobs like processing of payroll and leave management, HRM experts were well-known for being a non-strategic, stringent, and unhelpful bunch of people whose irresponsive attitude has frustrated healthcare managers.

• Conclusion

The researchers have concluded that a strong point of control was used to manage the healthcare professionals across all levels except for the senior doctors. A mixed behavior, input, and output power, and a commitment-based HRM were observed to manage senior physicians. It has been observed, due to limited knowledge transfer about the HRM impacts on a firm’s performance is done to hospitals that, in return, and has affected the healthcare deliverables. The article advises hospitals to cut on behavior control and enhance the output and input levels of control to achieve smoother people management.

How will it contribute to Essay 3?

Essay 3 will be able to discuss the evolution of Human resource management. It will be a valuable source of information which will justify how HRM has been evolving through the years.

Article: The context of Human Resource management

References: XERRI, M., & REID, S. (2017). HUMAN RESOURCES AND INNOVATIVE BEHAVIOUR: IMPROVING NURSING PERFORMANCE. International Journal Of Innovation Management, 22(02), 1850019. doi: 10.1142/s1363919618500196

Objective and Research Question

This article is based upon the research that has been conducted by executing social exchange theory to understand the interceding effect of employees’ awareness of wellbeing, based on two facts of human resource management, one of them is satisfaction with training opportunities, and the other is satisfaction with teamwork along with the behavior of the nurses employed in Australian private and public healthcare sectors.

The article resolves the following queries:

• How can HRM factor develop innovative behavior?
• What is the outcome of nursing shortages?
• How human resources and innovative behavior can improve nursing performance?

Method

A batch of 220 nurses working in Australian hospitals completed a cross-sectional self-report survey. Their findings indicated the perception of the employees’ wellbeing facilitated the connection between the fulfillment of the scope of training and innovation, while partly facilitating the relationship between teamwork gratification and change. A few more renowned methods were applied to obtain the desired research results. Numerous ways we are used to different parameters of the research, such as Scotts and Bruce’s, Rubin et al.’s and Meyer and Smith’s

Findings and Discussion

This article depicts that training and behavior are noteworthy components of human resource management practice in hospitals and are also essential to nursing service. Examinations were carried out to understand if nurses experienced gratification with teamwork and training exposures created a positive influence on psychological wellbeing, and influenced motivation to return with innovative behavior.

HR factors influence the organizational framework, and research findings link HRM with innovative

Behavior. Innovative behavior is a process through which an employee resolves all work-related Issues. The moment an individual, solution, and ideas identify a problem is generated and then to implement the same support from other people are invited. With the implementation of satisfactory teamwork and innovative behavior, organizations’ effectiveness and efficiency can be improved. This research included 187 females and 23 male nurses working in both private and public hospitals in Australia, out of which 118 were trained in universities, 47 were hospital trainees, and the remaining 45 received their training in a technical institution. From the bunch of university-trained nurses, 32 were postgraduate, and 86 held an undergraduate degree. Despite these many numbers of nurses, nursing shortages have become a matter of concern for various countries including

Australia. A shoot up in demand, as well as the rise in cost, made organizational efficiency a center of interest for healthcare.

Conclusion

The entire research examined the relationship between satisfaction and a few HR practices such as training, teamwork, and innovative behavior in the place of employment by challenging connections between psychological wellbeing, creative behavior, and satisfaction with teamwork and training opportunities. The results also show that Human resource management factors can build innovative behavior.

How it will contribute to Essay 3

The discussion HRM context will analyze Human resource management relevantly. It will justify how HRM can improve business and employee management. There is no denying the fact that HRM can effectively deal with any employee management related issues.

Article: Health professionals working in remote Australia: a review of the literature

References: Onnis, L. L., & Pryce, J. (2015). Health professionals are working in remote Australia: a review of the literature. Asia Pacific Journal of Human Resources, 54(1), 32–56. DOI:10.1111/1744-7941.12067

Objective and Research question: The objectives of the research reflect on identifying the factors which are standard across the entire health workforce. The other objective is to identify whether the factors are unique to working in remote indigenous working communities, which can need further consideration.

The research question is to identify the challenges of health service delivery non-cognisant of the benefits of Human Resource Management.

Method: The Method involves the review of the literature. The resources utilized for the research database are Informit, CINAHL, EBSCOHost, OvidSP, OvidMP, PubMed, ProQuest, and Wiley online library. Various critical terms like ‘remote,’ Australia, force, turnover, FIFO rural are the terms deployed for identifying the best-suited literature. The instructions to be followed while framing the article were a selection of publishing dates between 1993-2013, peer-reviewed, inclusions of the information which can be categorized under remote area utilization of accessibility. Lastly, the critical feedback was included from people in remote areas. The reviewed literature was chosen to be included if they had the needed feedback from the healthcare professionals. These professionals had to work in an indigenous community or remote region area.

Finding and Discussion:

The findings identified four themes which was common among the health professionals in remote areas. The themes are personal, professional, organizational, and contextual. As the employees faced issues regarding the four thematic areas, the high commitment to HRM practice helped the employees to shape the psychological attitude. The HRM worked as a mediator between the employees and the issues which they faced in remote working areas for healthcare in Australia. The psychological contracts utilized were financial or transactional, relational, or benefits from organizational loyalty. HRM and its practices have a clear advantage in improving the industrial relations among healthcare workers in remote locations.

Conclusion: Utilising the HRM approach, have helped to reduce the high turnover among the health employees working in remote regions of healthcare. HRM provided them the clarity, job role, design, and role clarity. The transparency involved identification of the transactional or relational benefits which the employees would get during the working hours. It is a highly necessary aspect to fulfill the employee needs when they work in remote locations for the healthcare sector. The use of transparency in HRM practices has helped to retain the employees and provide them the perks needed to keep the motivation high.

How this article will contribute to my Essay 3: The article will provide an understanding of HRM and its relation with the industrial relations. Employees are often caught in a position where they have to negotiate their benefits where salaries will not fulfill their needs. Hence, the scope of the situation has been well discussed through healthcare workers in remote areas. The discussion will help to identify how good HRM practices can reduce the loss of employees.

Article: The Path towards Healthcare Sustainability: The Role of Organisational Commitment

Reference: Goh, C. Y., & Marimuthu, M. (2016). The Path towards Healthcare Sustainability: The Role of Organisational Commitment. Procedia – Social and Behavioral Sciences, 224, 587–592. DOI:10.1016/j.sbspro.2016.05.445

Objective and Research question:

The objective of the article is to focus on organizational commitment and its role in healthcare sustainability. It will reflect on the importance of HRP to promote commitment among the employees. The article has identified the areas where HRP is instrumental in improving sustainability.

A research question is ‘What are the areas where HRP can focus on improving organizational commitment for healthcare sustainability.’

Method:

The article was conducted as a secondary analytical approach from various discussions available on sustainability and organizational commitment. It has identified how HRP helps to bridge between HR strategies and HR functions. The secondary resource analysis has been chosen from various peer-reviewed journals with the keywords focused on ‘sustainability,’ ‘healthcare,’ and ‘organizational commitment.’ It analyzed the basics of sustainability, which added relevant literature to the research work. A separate analysis has been conducted on organizational commitment and its connection to effective HR strategy and functions. The final analysis contributed to the learning of effective HRP and its impact on organizational commitment.

Finding and Discussion:

Sustainable HRP is effective in reducing the risks, usage of waste reduction methods, energy, and raw materials will eventually improve the healthcare industry. The leadership as well the human resource management has a role to play to create an approach that can help the public, patient, and employees towards sustainable healthcare in Australia. In the context of HRP, the leadership had the responsibility of implementing sustainable strategies in the process. In terms of corporate sustainability, employee commitment will improve the entire scenario. New Policies and strategies can improve organizational practices. In simple terms, the HRP has to be responsible for developing the framework within the organization, which will improve organizational sustainability. The organizational commitment of the employees can improve the business where sustainability will be implemented.

Conclusion:

Healthcare institutes are working on finding sustainable practice. It will help to keep the industry competitive. Organizational commitment is an essential driver of performance improvement and sustainability. HRP plays a vital role in creating a sustainable healthcare sector, which will eventually improve the entire competition of the market. Organizational commitment does have an immediate impact on the sustainability of the suitability of the health care institutes. The article has well framed the situation where the importance of HRP can drive sustainability through the improvement of organizational commitment of the employees. The HRP will also ensure that sustainable practices will be driven within the industry, which will reduce waste and focus on effective utilization.

How this article will contribute to Essay 3

The analysis of HRP and its impact will help to add a valuable resource to the essay. It will eventually add to a way how employee sustainability can be managed. Besides, good HRP will implement environmental friendly practice as well as improve the organizational commitment of the employees. These are active factors that can improve the entire process of employee retention in the Australian market. Therefore, the article on organizational commitment and HRP can add a valuable resource to the Essay.

Article 5: Model of care for a changing healthcare system: are there foundational pillars for design?

Reference: Booker, C., Turbutt, A., & Fox, R. (2016). Model of care for a changing healthcare system: are there foundational pillars for design? Australian Health Review, 40(2), 136. Doi: 10.1071/ah14173

Objective and Research Question: The objective of the analysis focuses on challenges faced while changing the model of Care or MOC. The research question reflects on ‘What are the challenges faced by changing model of Care or MOC for a new design? The objective and research question reflects on identifying the challenges of work design changes within healthcare in Australia.

Method: A secondary research-based approach is being utilized for the purpose. In the approach, a discussion on various pillars of redesigning MOC will be considered for the purpose. It analyzed the integrated care models, team functioning and communication, Leadership, change management, and lean thinking. The change in work design comes with enormous challenges for healthcare organizations. The analysis from the four pillars is discussed for the process and connected with the objectives of the article. The secondary analysis is effective in dealing with theoretical perspectives, which can provide existing peer-reviewed journals for gathering the information which provides support to the claim.

Findings and Discussion:

The findings identify how the four pillars are sufficient and necessary for designing or redesigning the MOC. The integrated care model is useful in enhancing care quality and provide a cost-effective healthcare system. ICM helps to maintain a continued collaboration within the system. It helps to establish collaboration with diverse professional groups in the process. Leadership is an essential aspect of the MOC model, where the leaders are the critical aspect of implementing business within the system. It can eventually enhance the process of design or re-design of MOC. Change management; lean thinking is associated with MOC redesign to improve the healthcare scenario. The MOC model can transform the healthcare system into a lean service design standard. The model will eventually enhance the work standard of the people functioning within the system.

Conclusion

Reviewing the MOC will need effective collaboration as well as stakeholder commitment. The foundational pillars and their effectiveness need to be implemented within the system, which will improve the design of MOC in the process. They can work as a catalyst that will underpin the healthcare service delivery. The MOC foundational pillar act as a catalyst to improve the system, which is the groundwork of healthcare services associated with the market. The aim of redesigning MOC is to generate cost-effective service, improved safety, and benefits. Leaders are critical in engaging the healthcare professionals who can associate with the MOC review or redesign process. Transformational leaders will be able to generate useful strategies to enhance health care services dramatically.

How it will contribute to Essay 3

The essay will be enhanced with the discussion of how HRM can drive the review of work design. The MOC process is an excellent example of such work design, which will help to create a compelling healthcare system. MOC discussion will be identified as a strong association with the work design process. The analytical approach will enhance the Essay writing as the article has gathered in the process.