Human Resource Management for Global Healthcare - myassignmenthelp

Question: Discuss about theHuman Resource Management for Global Healthcare. Answer: Introduction Human resource management Human resource management is an approach that is used by business organisations in ensuring a proper management of their human resources. It uses a number of core and non-core functions, such a performance management, training and development, career development, etc. to optimise the performance of the workforce and to establish better workplace relations between employers and employees (Hendry, 2012) Human resource management has gained a lot of importance in the past few decades because of its ability to help business organisations in optimising the performance levels of their workforce. Recruitment and selection Recruitment and selection is a process in human resource management using which business organisations are able to forecast all those vacancies that they are likely going to encounter in their workplace in the near future and inviting job applications to fill up the vacancies identified (Searle, 2009). Recruitment and selection aims at hiring the right people for the right job at the right point of time so that an organisation can carry on its operations without a halt and can avoid shortage of staff. Global healthcare industry The global healthcare industry is one of the fastest growing industries in the world, which absorbs around 10% of gross domestic product of most of the developed nations. It comprises of a broad list of services offered by hospitals, physicians, nursing homes, pharmacies, diagnostic centres, etc. The global healthcare industry offers employment opportunities to millions of people throughout the world and because of the rise in health related problems, the industry is becoming one of the most important industries from a social point of view. In the United States alone, there are over 750,000 physicians and more than 5,200 hospitals, which is enough to describe the enormous size of the industry (Themedica, n.d.). Recruitment and selection issues in the healthcare industry As discussed above, the global healthcare industry is a major industry because of its enormous size and also because of the employment opportunities that it offers to the global population. The healthcare industry offers a wide variety of job types, such as doctors, assistants, receptionists, nurses, physicians, etc. but there are a number of challenges that the employers working in the healthcare industry encounter while carrying out recruitment and selection processes. The recruitment and selection issues encountered in the healthcare industry are discussed below: First of all, healthcare industry faces a major scarcity of qualified employees, which is one of the most pressing issue that is encountered by the healthcare employers during recruitment and selection of employees. The global population is increasing at an alarming rate and the numbers of physicians and nurses are dwindling in comparison to the population trends (Theundercoverrecruiter, n.d.). This very fact provides an upper hand to the candidates in the negotiation process and makes recruitment and selection decisions more difficult for the healthcare organisations. Secondly, making a selection choice is very difficult in the healthcare industry as there will always be a dilemma between education and experience that the candidates have on their resumes. For example, it will always be difficult for employers in the healthcare industry to choose between two candidates where one candidate has graduated from one of the top universities and has a work experience of one year and the other candidate has a work experience of 12 years but has attained his or her master degree from a low ranking institution (Hirsch, 2013). When such cases are encountered, it becomes difficult for the recruitment and selection personnel to take a decision as both the candidates have their own strengths and weaknesses and both of them are equally required in the industry. Thirdly, baby boomers or the people who were born in the range of 1940s to 1960s and have humungous experience in the field of healthcare, have started to leave the workforce as thousands of them are retiring on a daily basis. By an estimate, 10,000 baby boomers are retiring every day, which is creating a steep rise in human resource demand for the healthcare industry (Gamble, 2012). The attrition rates are having a huge impact on those healthcare organisations that have employed more baby boomers as these organisations are working hard to keep their workplaces staffed by continuously carrying out recruitment and selection programs. Fourthly, the shortage of talented candidates in the field of healthcare is creating a race amongst the healthcare organisations to recruit fresh graduates as it is cost-effective and invigorating. However, recruiting fresh graduates is never an easy task in the healthcare industry because the number of capable candidates are much lesser than the number of healthcare organisations. Hence, fresh graduates are easily and quickly recruited by the top healthcare organisations, making the recruitment and selection process more challenging for their competitors. Dealing with recruitment and selection issues To sustain in such a competitive environment, it is important for healthcare organisations to efficiently recruit, select and retain a large of talented pool of workforce as it is the only way that can help them in increasing their competencies and outperforming the competitors. Some strategies that can help healthcare organisations in dealing with the challenges associated with recruitment and selection in the industry are given below: First of all, healthcare organisations should work hard to establish a better reputation of their brand in the market and also amongst the fresh graduates. They should also revamp their approach towards hiring and recruitment processes and offer such benefits and compensation packages that the capable candidates look forward to work with them (Larimore, 2012). Becoming an employer of choice in the industry can help healthcare organisations in dealing with most of the recruitment and selection challenges. Secondly, healthcare organisations should try to maintain a balance between the number of baby boomers and fresh graduates working in their workplaces. It is important for healthcare organisations to have experienced personnel in various fields as well as fresh graduates from top class universities to offer better services to the clients. Thirdly, healthcare organisations can tie-up with local universities and medical colleges and can start offering job opportunities to the students even before they graduate or any other organisation approaches them (Flanagan, 2016). The selection process can be done before they complete their graduation and they can join their jobs as soon as they clear their graduation. Lastly, there is no way in which healthcare organisations can prevent baby boomers from retiring and leaving their organisations. To minimise the impact that the baby boomers can have on the recruitment and selection process, healthcare organisations can start to prepare for their departures and develop proactive recruitment strategies, which would help them in fulfilling the vacancies even before they are encountered. Conclusion Recruitment and selection of employees is an important process from a business point of view. It helps business organisations in keeping their workplace adequately staffed and fully operational. Thus, recruitment and selection strategies should be efficiently prepared and all the issues related to recruitment and selection of employees should be carefully dealt with. For the companies operating in the healthcare industry, the above strategies can come in handy while dealing with recruitment and selection challenges. References Hendry, C. (2012). Human Resource Management . Routledge. Searle, R. (2009). Recruitment and selection. In D. G. Collings, Human Resource Management: A Critical Approach . Themedica. (n.d.). Medican Industry Overview. Retrieved September 30, 2017, from www.themedica.com: https://www.themedica.com/industry-overview.html Theundercoverrecruiter. (n.d.). The 4 Challenges Facing Healthcare Recruitment in 2017 . Retrieved September 30, 2017, from theundercoverrecruiter.com: https://theundercoverrecruiter.com/challenges-healthcare-recruitment/ Hirsch, M. D. (2013, August 9). The 3 top healthcare industry staffing challenges--and how to solve them . Retrieved September 30, 2017, from www.fiercehealthcare.com: https://www.fiercehealthcare.com/healthcare/3-top-healthcare-industry-staffing-challenges-and-how-to-solve-them Gamble, M. (2012, February 27). 6 Unique Challenges of Healthcare Hiring . Retrieved September 30, 2017, from www.beckershospitalreview.com: https://www.beckershospitalreview.com/hospital-management-administration/6-unique-challenges-of-healthcare-hiring.html Larimore, R. (2012, April 10). Recruitment SelectionStep Two of Building the Right Healthcare Culture . Retrieved September 30, 2017, from www.wphealthcarenews.com: https://www.wphealthcarenews.com/recruitment-selection-healthcare-culture/ Flanagan, T. (2016, April 20). 3 Challenges Facing Healthcare Recruiters in 2016 . Retrieved September 30, 2017, from www.hcrnetwork.com: https://www.hcrnetwork.com/3-challenges-facing-healthcare-recruiters-2016/