Human Resources Nursing Management
As you work through Chapter 14 you will see that the breadth and depth of the role of HR in maintaining Health, Safety, and Security in a Healthcare Organization is nearly overwhelming. It is vital to be able to access resources that are available to assist. Several of them are included in this course and two major resources are found under week 8 Chapter readings; ASHHRA and Human Resources Management Assessment Approach. you will conduct an analysis of a Healthcare Organization to determine if it is meeting Health, Safety, and Security requirements. It is preferable that this is your own organization and you may access information from multiple sources, including interviews with Managers and HR employees.Your analysis will include the following areas:
- Joint Commission requirements on environment of Care, Infection Prevention and Control, Emergency Management
- Legal Requirements for Worker’s Compensation, ADA
- OSHA requirements for Hazard Communications, Blood-Borne Pathogens, Personal Protective Equipment, Pandemic Guidelines, Ergonomics, Work Assignments, Record-Keeping Requirement, Inspections, Citations, and Violations
- Safety Management
- Employee Health Issues
This should include a Cover sheet and 6 pages in APA format with a Minimum references: 5
Human Resources Nursing Management
Human Resources Management (HRM) is a vital management task in the field of healthcare as for any other service sectors, where the customer facing challenges because of staff’s performance who have the experience and the quality of performance (Stefane M Kabene et al., 2006) and that human resource management plays an vital role in the success of the reform of the health sector. Simoens et al., (2005) and Trybou et al., (2014 ) advocated that challenging situations such as Aging populations, the rapid evolution of new medical technologies, and higher degrees of higher patient expectation are experienced in the recent decades. All of these challenges have caused a remarkable increase in nursing job demands. Naga Sundari and Narasimha Rao (2017), observed that as there is an evidence of increase in income levels of the people in the society, and the entry of state-of-art technology to provide quality health care has brought an enormous awareness among customers to opt for a better health care. In the recent years there is a rise in the competition among the health care providers to provide quality treatment to their clients, India is rising as a medical hub and has become a favorite destination for many Middle – Easts and developing economies.
Human Resources Management is strongly rooted into the modern hospital management. Managing the affairs of four major category of hospital employees viz., Doctors, Nurses, paramedical staff and administrative staff is a hectic task in a healthcare set up. Among them, nurses are the nodal personnel having close contact with the patients. Satisfaction of a patient and his family depends on the patient care and performance of a nurse. Job of a nurse is demanding high level of involvement and service orientation. At the same time, many studies across the world indicate that the nurses are subject to high occupational stress. Dr K K Aggarwal, Secretary General of Indian Medical Association, stated that nurses are the backbone of the Indian healthcare system and their shortage in the long term will have hazardous impact on the overall functioning of the sector. It would lead to shutdown of
hospitals, unavailability of quality medical care and increased clinical complications. He added that necessary steps should be taken to promote the nursing profession in the country and the working conditions of nurses also need to be improved. While more and more corporate healthcare institutions are coming up in Chennai city to meet the domestic and international demands of healthcare services, it is imperative to focus on the human resources management of nursing community, especially to study their occupational stress, is felt necessary to ensure high quality in future patient care. As Chennai is emerging as an international hub for healthcare, with competing participation of government and private sector health care institutions, in view of appraising the healthcare institutions about the level of stress among the nurses, the present study is attempted with the nurses working in multispecialty hospitals in Chennai city in both government and private sectors.
HUMAN RESOURCES MANAGEMENT (HRM)
Aswathappa (2005) defined Human resource management as the application of management principles to management of people in an organization. Rao (2005) described Human Resource Management is the process of bringing people and organizations together so that the goals of each are met. Armstrong (2010) defines Human Resource Management (HRM) as a strategic and coherent approach to the management of an organization’s most valued assets; that is, the people working there who individually and collectively contribute to the achievement of its objectives. Wright and Boswell, (2002) stated that the Human resource management practices can be defined as a set of organizational activities that aims at managing a pool of human capital and ensuring that this capital is employed towards the achievement of organizational objectives.
Human resource management (HRM) is the management of an organization’s workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws (Patrick, 2011). Naturally, the definition of human resource management would be incomplete without further explaining what the terms of ‘human resources’ and ‘management’. First and foremost, people in work organizations, endowed with a range of abilities, talents and attitudes, influence productivity, quality and profitability. People set overall strategies and goals, design work systems, produce goods and services, monitor quality, allocate financial resources, and market the products and services. Individuals, therefore, become ‘human resources’ by virtue of the roles they assume in the work organization.