The Role of Human Resource Management in a Healthcare System with Employee Unions - Research Paper Example

? The Role of Human Resource Management in a Healthcare System with Employee Unions Many healthcare systems worldwide have begun focusing their attention on human resource management (HRM) (Anderson, Rice and Kominski, 2007). Health care systems have three principles and human resource management is the basic principle of the three the others being physical input and consumables. Employee unions in the U.S grew from 1950 to 1970 during which industrialization was at its peak (Shi and Singh, 2008). Towards the end of 1980s and 1990s, Malvey (2010) believes there was a change in this trend because the U.S economy was taking a different direction of production; from manufacturing industries to service industries, hence the decline in the number of workers registered under unions. This research paper presents the role played by HR management in improving the general delivery of healthcare services and patient outcomes in organizations that have employee unions. Methods This research paper was compiled with help from published literature. Data collection was through secondary sources. Results This paper is expected to reveal the role played by HR management in organizations that have employee unions and health organizations in general. The Role of HR Management in a Healthcare System with Employee Unions This section describes the specific work areas in which the roles of HR management are integrated to ensure that these aspects are taken into consideration during any organizational activity. Labor Unions and Healthcare Labor unions have one major objective: to protect the rights of the members and ensure their fair treatment (Dessler, 2012). The early 1990s saw a rise in unions due to industrialization and persistent unfair employee treatment by the management in the U.S. According to Dessler (2012, p. 404), the National Labor Relations Act (NLRA) was passed in 1935 and it protected workers’ rights to formation of unions, defined labor practices that were unfair and formed the National Labor Relations Board liable for NLRA regulatory oversight. A shift in the U.S economy from manufacturing to service during the 1980s and 1990s saw a decline in union membership following a remarkable rise that saw 25% of the U.S workforce represented by unions between 1950 and 1970 (Malvey, 2010). Healthcare industry is a target service sector by union leaders for they feel it is an untapped potential union membership source. According to Malvey (2010), the healthcare sector had 12.9% of its workers registered under unions in the year 2000, a percentage that rose in 2009 to 13.6%. The Service Employees International Union (SEIU) formed a separate union in 2007, SEIU Healthcare, which happens to be the largest national union (Dessler, 2012). This union represents nursing, hospital, long-term care and other outpatient facilities while those representing physicians are associated with SEIU. The largest union of nurses sin the United States is the National Nurses United (NNU) which was formed when three unions, the United American Nurses, the California Nurses Association, and the National Nurses Organizing Committee, merged and it represents an estimated 150,000 members (Dessler, 2012). The role played by the HR department and management is to engage in labor negotiations with these labor unions in order to provide employee ample time and place for work. Handling of Legal, Ethical, and Healthcare Safety Issues In all organizations all employees at different levels must understand the basic and ethical values that have particular effects in the healthcare working environment (Noe, Hollenbeck, Gerhart, and Wright, 2011). The legal relationship that exists between the healthcare institution and the client, or rather the nurse practitioner and the patient is the back-bone relationship of all medicares. It is not just the law’s requirement that healthcare providers maintain ethical behaviors but this must be addressed as the medical industry is full of tough situations that involve ethical problems. Recently, there has been a rise in employee bullying in the healthcare industry which calls for training in workplace bullying awareness. The role of the HR department and management is to train all employees at different levels about employment-related legislation, ethics and codes of ethics so as to create an organizational culture that is ethical (Shi and Singh, 2008). Job Design and Analysis Any expansion of an organization comes with a strong statement of the overall mission, a process that also applies to healthcare organizations when they choose to change services (Shi and Singh, 2008). Recent changes in healthcare industry have seen introduction of technology into medical operations. According to Shi and Singh (2008), this type of change requires a comprehensive review of workflow to ensure the success of the activity. In order to produce the desired results of an organization, the first step of job development should, or rather must be workflow evaluation which is then followed by job analysis. The work of the HR department is job analysis; a process through which the different tasks associated with specific jobs are determined (Gentry, 2008). Furthermore, Kinicki and Williams (2008) assert that job analysis is the organizational tool that helps the organization know the type of staff they need to recruit and the type of training they need to ensure top performance. Job design comes third in the job development process after job analysis and it defines how different jobs are done and the tasks associated with the jobs (Kinicki and Williams, 2008). The healthcare industry usually employs teamwork and usually has some flexibility in its structure. Again, this is the role of the HR department. Upon completion of both job analysis and job design, recruitment of suitable employees is the next HR role. Recruitment, Selection, and Retention The HR department, together with the management of the organization ensures that the selection criteria they use in employee recruitment can legally be defended which means that the process is free and fair in order to recruit rightfully qualified employees. The HR department works hand in hand with the management in general to keep hold of their most valued employees. Recruitment involves the process by which numerous appropriate applicants are attracted to fill job vacancies in each organization (Noe et al., 2011). After successful recruitment, selection comes in where the best employees for the organization are identified while making sure the legal standards are met. Once the preferred employee is picked, the organization should work towards developing a working culture that sees employees of the organization retained. The healthcare industry has been associated with employee shortages in recent times with nurses most affected and these shortages are expected to persist (Shi and Singh, 2008). This means that HR and management should ready themselves for many other recruitments, selection and retention practices in the future. Employee Benefits in Healthcare Industry The benefits of employees are a characteristic responsibility of the department of HR (Noe et al., 2011). The personnel in HR department educate employees about benefits and oversee these programs of employee benefits. Mandatory benefits required by the law for healthcare providers include compensation of workers, social security, unpaid family and medical leave and unemployment insurance (Shi and Singh, 2008). On the other hand, Shi and Singh (2008) affirm that voluntary benefits are not a law requirement. These benefits include retirement plans, paid leave and family care may be considered a tool of recruitment as these benefits can attract qualified applicants. Motivating Healthcare Employees Healthcare organizations globally usually have a similar goal: to provide the topmost quality of patient care (Shi and Singh, 2008). High performance in a healthcare organization is greatly influenced by HR. This may be through the development of incentives like employee career and work-life balance programs (Gentry, 2008). Healthcare providers have direct contact with their patients. Previous studies carried out on high-performing healthcare institutions shows that employee performance is increased by the quality of the environment of the workplace, employee training and career development programs, work-life balance philosophy, management transparency and pay for performance (Gentry, 2008). The process of employee development entails all the programs that focus on improving the career of the employee. Employees with potential for promotion are usually awarded the chances to participate in long term development programs. This training process helps improve the performance of the employees at their current jobs. Training can be administered during or before employment. These programs can play a vital role in motivating employee performance. Job design, for instance job enrichment and job enlargement which increase job responsibility and expand job tasks respectively are both strategies of employee motivation (Noe et al., 2011). These two designs empower the employee due to the fact that the employer has noted the capabilities of the employee and thus is increasing the workload. It is the role of HR management to provide individual and group incentives as motivators to employees who may in turn decide to remain with the organization. Terminating Employees Employment is the legal agreement shared between an employer and an employee (Shi and Singh, 2008). The fact that it is a legal agreement means that both the employee and the employer have established rights. It is the duty of the employer to provide a workplace that is safe for employees. Consequently, it is the job of the employees to see to it that they perform to full abilities with respect to their jobs and the policies of the organization or else may be terminated or sacked. The termination process is not easy as rules are set to ensure both parties keep hold of their rights as soon as a worker is terminated. The role of the HR management is to monitor the termination process. Healthcare Career Opportunities The total workforce of the US has 3% from the health industry accounting for the 200 health professions and over 14 million workers in the healthcare industry (Bureau of Labor Statistics, 2011). Research shows that the population of people aged 65 years and above will raise from 6% in 2005 to 10% of the total population in 2030 thus heaping pressure on the healthcare system. Due to this, the Bureau of Labor Statistics (2011) notes that over 4 million jobs will be created in the healthcare sector in 2014. Healthcare sector is full of professions with the leading professions listed as physicians and nurses. In addition, other healthcare service professionals include dentists, psychologists, podiatrists, optometrists, allied healthcare professionals, administrators and non-physician practitioners. Allied have formed a formidable part of the healthcare industry as their services complement the services of nurses and physicians. Bureau of Labor Statistics (2011) argues that 60% of US workforce is allied healthcare professionals. Numerous opportunities have presented themselves to healthcare employees for they have a chance to secure a long term career in the healthcare industry. If the HR department of an organization is excellent, then it will provide all employees of the organization at all levels with required guidance to help them in development of their careers (Shi and Singh, 2008). Conclusion It is essential that executives at all levels of management be trained in concepts of HR management so that they can be effective in their supervisory and leadership roles. Many large institutions have a defined department of human resources made of generalists and specialists in HR functions who collaborate with other managers to ensure appropriate employee management. HR management can be applied in any healthcare activity. In addition, HR management plays a vital role in development of a working environment that is legal and ethical, provides employees with information about healthcare careers, helps to negotiate with labor unions, accounts for employee hiring and job analysis, manages the benefits of employees, and provides input on the performance of the employees in the organization. References Anderson, R., Rice, T., & Kominski, G. (2007). Changing the U.S. health care system. San Francisco, CA: Jossey-Bass. Bureau of Labor Statistics (2011). Medical and health services managers. Retrieved Oct 15, 2012, at http://www.bls.gov/oco/ocos014.htm Dessler, G. (2012). Fundamentals of human resource management. Upper Saddle River, NJ: Prentice Hall, pp. 404-419. Gentry, W. (2008). Health safety and preparedness. In Fried, B. & Fottler, M,. eds. Human Resources in Healthcare. Chicago, IL: Health Administration Press, pp. 347-391. Kinicki, A., & Williams, B. (2008). Management: A practical introduction. New York, NY: McGraw-Hill/Irwin, pp.42-45. Malvey, D. (2010). Unionization in healthcare: Background and trends. Journal of Healthcare Management, 55(3): 154-157. Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2011). Fundamentals of human resource management. New York, NY: McGraw-Hill/Irwin, 30-31. Shi, L., & Singh, D. (2008). An introduction to health care in America: A systems approach. Sadbury, MA: Jones and Bartlett Publishers. Read More