Brief summary of four interesting articles I read
Top 4 Healthcare HR Pressures and Challenges
This article discussed about the challenges and pressures that HR people in healthcare field were facing in 2012. The pressures and challenges that the author found were:
1. The payment reform and highly intense price competition.
2. The recruitment and retention of the employees
3. The need of delivering high quality service that comes after new reimbursement model under Medicre
4. The competing initiatives as a result of health care reform.
The author also talked about the health care model was shifting to an “accountable care model”, under which model the reimbursements are highly connected with patients’ safety and satisfaction. All these
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Healthcare organizations will face the unique challenges when talking about the issues of attracting, retaining, developing an engaging the excellent physicians. The reasons are varies but as HR managers of healthcare organizations, people need to find way to find talents and put them in the right places. Aberdeen has created a strategy and unique process in order to meet this need, which will help HRT managers to better understand the challenges and figure out success factors to drive human capital. The result of this study was not released by the time the author wrote the article. However, the author provided some basic findings to share. The most concerning topic was the reform of healthcare and its effect to HR management. People focus on not only the issue of recruiting and retention, but also how to keep the talents to provide high quality care. This is also the biggest challenge of the current HR management in healthcare. According to the one quarter survey of healthcare agencies, the biggest problems they are facing are low percentage of automated attendance solutions. Aberdeen’s strategy will focus on how to utilize automation to improve the business practice preferences, as well as the business cases for healthcare …show more content…
The example that the author gives is Seton Medical Center Harker Heights, which is part of LPH Hospital Group and serves a community of around 27,000 people called Harker Heights locates between Austin and Waco. The key breakthrough of this hospital is to applying software to schedule and analytics. In this way, the hospital can streamline its employees of labor allocation. The major HR challenge to this hospital is that they are located in an Army community, which means people will stay here serial years and leave. This makes it more difficult to build a team and run it efficiently. There are also challenges with the newly opened hospital to make policies and start electronic medical record system. What’s more, there are other hospitals in the area, which makes it difficult to hire employees from near area. Mona Tucker, who is the hospital's director of human resources, bring her own plan to deal with the challenges. She is directing the team to develop the software for time and attendance, as well as making analytics. The software is supposed to connect the resources and the good stewards of our resources. With the software, Seton Medical Center Harker Heights can take advantage of the LPH Hospital Group and arrange the talents within the whole system, rather than the hospital. In this way, Seton Medical Center Harker Heights build
The government controls and regulates healthcare somewhat because healthcare organizations are in a position to take advantage of the elderly and sick so there are regulations that protects them. It seems as though healthcare facilities are being paid less for their services today. Some critical measures for the survival of a healthcare organization are to optimize performance and quality. Finding system-wide efficiencies and cost reduction healthcare will help. In order to get better and keep high quality and performance while still raising reimbursements, it is necessary and important to involve doctors with the ideas and plans for any management strategies.
The way in which healthcare organizations need to implement a new strategy into their A/R departments comes from the realization that time of registration is the best time to ask the patient for payment (Souza& McCarty, 2007). Front end staff in the healthcare industry has not been responsible for collecting payment from the patient before services are rendered; that responsibility has been that of the A/R staff. There have been other healthcare organizations that have found solutions to problems within their A/R departments. Sutter Health was successful in identifying problems in their A/R department, finding solutions for those problems in their A/R department and implementing their solution program into their company. Sutter Health has set themselves up for continued success in their A/R department.
- Shi, Leiyu. Managing Human Resources in Health Care Organizations. Sudbury, MA: Jones and Bartlett, 2007.
Many organizations credit Torchin for consistently providing qualified staffing personnel as well as practical solutions to organizations that need help. His various solutions have helped hospitals integrate their services in order to streamline service delivery; align highly skilled physicians of all specialties with employers and reduced the cost of healthcare. Torchin’s solutions have helped in the creation of patient care solutions, which have led to the reduction in the number of patient seeking readmission. Some of the factors that have made Torchin forays in the healthcare sector recruitment a big success include his positive outlook in business and strong desire to develop lasting relationships with his clients. To inform, educate and update the members of the public, Torchin regularly posts tips on various topics on the HCRC staffing site. His topics cover all the critical healthcare challenges and recruitment topics. For example, tips for successful staff recruitment; the top interview questions; making online marketing easier and the pitfalls to watch when hiring a chiropractor among other interesting
Though the benefits of IT are numerous, successful adoption into healthcare has been difficult. The Medicare Payment Advisory Commission (2004) states, “barriers include the cost and complexity of IT implementation, which necessitates significant work process and cultural changes” (p. 158). These challenges, sadly, have resulted in a series of ineffective systems.
Currently, we use the electronic health record system called Computer Programs and Systems, Inc. (CPSI). CPSI is “a l...
Health administrators across the country face the dilemma of hiring the best employees and retaining them. The industry face trends in the workforce which is making recruiting difficult, turnovers rates are high, and are resulting in high costs. The administrators are facing heavy competition between their organizations and others to the point that retention of established employees is the first line of defense.
The failure on the side of the HR is the failure of the entire organization because of their role as human manager. The employees in the healthcare certain know their right and limitations in their functional role and actually know when such rights are infringed by the facility. Being on the defensive by these workers, result to the consequences of the employees revolting in the form of refusal to put in their time for the facility when
Fred J. B. & Fottler, 2011.Fundamentals of Human Resources in Healthcare. Health Administrative Press, Chicago, Illinois. Print.
The traditional administrative role of human resource practices are a thing of the past and new roles for HRM are emerging at an alarming rate in the 21st century. HR is increasing its support for business goals and objectives while at the same time becoming strategic business partners. Challenges for the 21st century include, changing roles, shifting demographics, and globalization. In order for HR to stay current they must adapt and make necessary changes in retraining, alternative work schedules and technological advancements. Then, these successes have to be analyzed and evaluated for effectiveness.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
Knouse, S. B. (2005). The Future of Human Resource Management: 64 Leaders Explore the Critical HR Issues of Today and Tomorrow. 58(4), 1089-1092.
Fallon, L.F, & McConnell, C.R. (2007). Human resource management in health care. Sudbury, MA: Jones and Bartlett Publishers.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
The work of HR specialist is not only affected by the internal factors, there are also external environmental factors that influence how HR specialist operates. In this section, I am going to discuss factors that influence the Practice of HR in organizations, from outside the scope of the organization. The factors include Political, Legislation and Regulations, Actions of Competitors and Economy of the country