Human resource management's impact on healthcare service delivery and cost effectiveness

Human Resource Management in Heath Care

Role of HRM in Health Care

Impact of Human Resource Management in Health Care

HRM and Strategic Plan of Organization

Role of HRM in Health Care

The various types of staff I the clinical and non-clinical sections who are responsible for intervention in individual and public health is known as the human resources in health care system. The knowledge, skills and motivation of the employees and the staff of the health care system who deliver health services are responsible to a great extent for the performance and the benefits that people can derive from the health care system.

While the health care system is also dependent on various other forms of physical resources like medicines and machinery, there needs to be a balance between the physical and the human resources in the system. However, what is more important is the management of the human resources in the system in a manner that the right number of persons is deployed for a certain type of service delivery. Human resource management in the health care sector entails t hat the managers need to allocate efficiently various types of health promoters and caregivers available within the system so that the best output is obtained. Also the human resource should be managed in such a way that the allocation of personnel meets the requirements and demands of care and patients (Karstadt, 2012). It is also important that the human capital needs to be handled and managed in a manner that is different from managing of physical resources. This complex nature of relation between human resources, their management and efficient deployment and the desired outcome from the system increases the importance of efficient human resource management in the health care system.

Efficient human resource management in the health care sector is also necessary to strike a balance between the rising cost of health care and the affordability of the patients. With the rising costs of medicines and care consumables, it is thus imperative that the human resources that are available be utilized in a manner that extracts the best cost effective output for the system for patients is obtained. This is applicable in both publicly-funded systems as well as private clinical and hospital settings.

While thinking about the cost effectiveness from the patients' point-of-view, it is also important that the human resource be managed in such a manner that the health care professionals also remain satisfied with the cost effectiveness of the labor and their expertise. This increases the role and responsibility of the human resource management in the health care sector.

HRM and Strategic Plan of Organization

In a health care setting, employees and staff are very important. For every organization in a health care setting -- whether it is a public entirety or a privately owned one, the ultimate aim and objective is to deliver quality health care services at the most cost effective manner possible. This cost effectiveness is true both from the perspective of the patients and the organizations. As already discussed in earlier chapters, the delivery of quality health care services is dependent on the skills, the knowledge and the motivation of the health care professionals (Munda, 2015).

For any organization, the strategic aims and objectives are closely linked to the ultimate vision and mission of the organization. In this aspect, it can be said that any strategic plan of a health care organization would entail delivery of quality health care. Since quality health care is not possible without efficient human resource, therefore efficient management of the human resources becomes critical in the organization attaining the strategic objectives.

Moreover, strategic plans often involve changes in the existing work environment. To achieving the strategic plans of organizations, the staff need to adjust to the new strategic plan which often requires education and training and changes and role reversals. These are aspects that are best managed by human resource experts as such changes also entail behavioral changes. In these aspects it is absolutely critical the human resource be given adequate importance while making strategic plans.