Apr 25, 2021 in HRM Papers Sample

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Abstract

The human resource management workers help public organizations to improve their services. The following paper analyzes a dream job that is related to human resource management. Moreover, it illustrates the functions and roles of a Human Resource Manager (HRM). Besides, the paper discusses the activities of HRM in the healthcare units that help medical employees to reform their services. It also defines the compensation and benefits packages that help the HRM to receive health insurance, retirement funds, and other benefits. Besides, this package rationalizes the guaranteed pay, benefits, variable pay, and other compensations of the human resource experts. Also, the paper designs a performance appraisal program that reforms the HRMs activities in the healthcare units. Moreover, this program follows the HRM's leadership qualities to improve his or her performance at the workplace. Furthermore, it rationalizes compensation and benefits plans, and performance appraisal programs to identify its advantages and positive outcomes. The paper provides a conclusion that explains that healthcare HRM is an important profession that guides medical organizations to advancing their regular services.

Concepts Of Human Resource Management

Introduction

Human resource management teams guide people to developing their lives. Moreover, these workers create a culture of trust with the employees and consumers to increase the stakeholder's benefits. Furthermore, human resource plays an important role in the healthcare field. For instance, it sustains the health and safety of healthcare employees, legal and ethical issues of various treatments, employee training, and motivating events, and labor budget strategic plans (Freeman & Stewart, 2006). Hence, I would like to be an HRM in a healthcare setting. This job will offer me the opportunities to create major changes in medicine and healthcare, such as increasing the diversity of patients and employees, medical tourism, and globalization of the economy in the medical field. Moreover, HRM is always responsible for the State and Federal laws that affect the healthcare industries. Therefore, HRM is an important position in healthcare (Niles, 2013). The following paper describes the roles of a human resource manager in healthcare. Also, it builds compensation and benefits plans that encourage medical stakeholders.

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Analysis

A Human Resource Manager has various roles and responsibilities that develop the performance of the healthcare units. An HRM improves the functioning of an organization by upgrading the leadership skills of its employees. Naturally, a leader should have supervisory leadership qualities to guide his or her teams or workers. Also, he or she should follow different ethical, moral, and legal principles such as honesty, truthfulness, teamwork, encouragement, and decision-making skills. These principles are an integral part of good leadership in the healthcare field. Additionally, a leader should take honest decisions that inspire the workers. An HRM must supervise or guide the workers to achieving the highest benefits of a project. For example, in a complex task, leaders should explain to their employees the importance of the task and its real complexities (Human Resources Services, n.d.).

Job analysis is one of the main responsibilities of the human resource management team. Besides, the HRMs should ensure that there are the appropriate candidates for specific jobs in the medical field. Also, these departments are responsible for recruiting new employees in a hospital. They should organize strict interviews to analyze the candidate's personality and abilities. Furthermore, they perform fair and legally defensible aptitude tests to understand the new employees' work efficiencies (Niles, 2013). HR manager works on a job analysis by evaluating the workflow in certain healthcare industries. Initially, he or she analyzes the workflow and then starts to create jobs by understanding the requirements in different healthcare settings. After the job creation process, the HR departments outline for the job description to find out the right candidates with the required skills, experience, and qualifications. Job designing is one of the important tasks of the HR department. They apply ergonomics to ensure the health and safety of employees. Also, it helps to control the work environment by maintaining the efficiency of workers. Furthermore, the HRM traces changes in the medical field. For instance, if the old medical instruments are altered by new technologies, the HR department should redesign the workflow for the current technology (Human Resources Services, n.d.).

Also, the main role of the human resource management team is to achieve the overall missions and strategies by meeting the needs of the employees and stakeholders. Moreover, HR leaders should encourage his or her team to finish the task within the deadline or time limit. Besides, if the Chief Executive Officer (CEO) of the organization wants to promote or dismiss any employee, the HRM should take honest steps to support the employees. Also, one should create an effective plan that can help healthcare authorities to utilize the funds effectively. For example, the HRM should guide the organization to investing medical funds in new technologies to offer up-to-date healthcare services. Besides, new technologies require effective maintenance and operating skills (Human Resources Services, n.d.). Hence, the HR department analyzes all these situations and hires new workers to sustain the client's demands.

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Functions of the HRM

An HRM has various functions in healthcare settings. He or she educates employees about the State and Federal medical laws. Moreover, the human resource teams perform various training and practical events that teach employees the importance of medical laws. The Federal Government implements these laws to protect both healthcare employees and consumers. HR managers should discuss ethics in the workplace and train the employees to follow them. Also, HRM notices the aspects of ethical behavior. They condemn unethical conduct at the workplace such as bullying, rude behavior, and racism (Niles, 2013).

According to the disease control board, healthcare is the fastest-growing sector of the American economy (Niles, 2013). 12 million employees are working in the health sector, and in upcoming years the number will be increasing (Niles, 2013). Therefore, HRM is partially responsible for the future of these employees. Also, the HR department is responsible for maintaining relations with employees. Sometimes, healthcare employees may form unions to protest against the hospital administration issues. Often, the workers protest when they need to provide service in poor working conditions or receive low wages. Therefore, in such situations, the HR departments should make effective decisions to fulfill the worker's demands. Also, these decisions should maintain the hospital authorities' privacy and other financial policies. Moreover, HRM should create long-term healthcare planning (Niles, 2013). In the 21st century, the increasing use of technology, globalization of healthcare, and growing diversity of the workplace, etc. influence the healthcare system (Niles, 2013). Hence, HR leaders should develop their policies to offer efficient services to the medical stakeholders.

Compensation and Benefits Package

An HRM should receive effective compensation and benefits packages for his or her day-to-day services in the healthcare units. Moreover, the healthcare organizations' directors should provide various facilities to the HRM such as vacations, retirement plans, family care service, and affordable health insurance policies. Also, they should offer flexible schedules and a cafeteria for the human resource teams to have a healthy diet. These facilities can create a fresh working environment for the HRM. Besides, various communicable viruses may infect the HRM and his or her teams. Hence, the nurses should perform a time-to-time survey on their health issues (Niles, 2013). Often, the HRM needs to work extra hours to implement the hospital's Quality Improvement (QI) plans. Therefore, the hospital administration should develop the HRMs overtime work benefits and compensation facilities. Also, the HRM deals with different management issues in their regular service. Therefore, the hospital authorities should organize training and development programs to improve their knowledge in the management field. Besides, the hospital CEOs should design a package for the HRM that covers the basic categories of compensation and benefits. These categories are guaranteed payment system, benefits, variable pay, and additional compensations (Niles, 2013).

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Guaranteed Pay

The guaranteed pay defines the fixed monetary reward that an HRM gets for his or her work. Therefore, it is the basic salary that one can get for their daily or hourly service. The hospital CEOs should design the basic salary package by analyzing the HRM's responsibilities. For example, if the human resource management teams need to create complicated and futuristic plans that require hard labor and specific management techniques, the CEOs should create effective salary packages that reward the HRM's hard work. Also, the senior management teams should create effective wage plans for human resource workers by following the respective country's basic salary plans. They may need to consider the human resource experts' level of skills and experience to fix their guaranteed pay scales (Niles, 2013).

Benefits

The company CEOs should design various benefits schemes for the HRM. Moreover, the hospital senior executives should create efficient health insurance plans for the human resource teams because they may suffer from hospital-acquired diseases. Furthermore, the CEOs should design retirement plans for the HRM that can cover his or her healthcare bills in old age. Additionally, the hospital monetary departments should invest funds for the HRM's transportation and communication. For instance, during the night shift or in an emergency the employees may face transportation problems. Hence, the hospital authorities should offer transport services to the HRM. Also, the hospital authorities should follow the Federal Government laws to provide additional benefits to the human resource experts (Niles, 2013). Thus, the HRM can receive effective benefits in his or her career.

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Variable Pay

The healthcare authorities should design a variable pay reward scheme for the HRM by analyzing his or her extra or overtime work. Also, the hospital administration should consider the HRMs' performance, work efficiency, and achievements to offer rewards. Additionally, the CEOs should create bonus plans for the best human resource workers. For instance, the medical authorities can create a patient review, feedback, and remark forum to understand the effectiveness of a new hospital management plan. The medical experts can check these forums to analyze the results of the new QI plan. Thus, they can create bonus plans for the effective management scheme makers. These policies can improve the hospital's service (Niles, 2013). Also, they will encourage the human resource department to offer their best assistance.

Additional Compensation Plan

The additional compensation plan consists of various benefits that the HRM can get in complex situations. Moreover, during a natural disaster or epidemic disease outbreak, human resource specialists may need to work in poor conditions. Also, they may need to provide service in remote areas without effective hospital management resources. Hence, in such situations, the senior medical authorities should offer compensation to the HRM to encourage his or her work. Furthermore, the hospital CEOs should maintain external and internal equalities when they design compensation plans. The external equalities identify the benefits and compensation plans of other similar organizations that are located in the same district or state. On the other hand, the internal equalities consider the HRM's working conditions, the medical consumer's demands, and his or her regular duties (Niles, 2013). Hence, the hospital authorities should analyze all these conditions to create a fruitful compensation plan for the HRM.

Rationalization

These compensation and benefits packages are the important parts of the human resource management process because they encourage the HRM to offer effective service. Moreover, the guaranteed pay scheme includes basic salary packages that the HRM receives for his or her day-to-day or hourly services. Additionally, the variable pay offers non-fixed monetary rewards that the human resource expert receives for his or her hard work and determination. These schemes may include bonus and overtime payment systems. Furthermore, the benefits plan helps HRM to receive health insurances, transportation services, and other resources that improve his or her service in healthcare settings. Besides, additional compensation schemes reward the human resource teams for their overtime or extra work in disasters and epidemic outbreaks. These compensation and benefits policies are the important parts of healthcare service development schemes (Niles, 2013). Hence, the hospital CEOs should design these plans in an effective way that addresses the HRM's needs.

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Performance Appraisal Program

An HRM should create a performance appraisal program to assess his or her regular performance. Also, it helps to develop one's leadership skills. Moreover, the human resource manager is a unique position in the healthcare unit. Therefore, the manager should understand the organization's moral and ethical values, employees' responsibilities, and consumers' demands to improve his or her performance. Furthermore, the HRM should design the performance appraisal plan in a specific way that increases his or her competency and self-efficiency. Besides, his policies should follow the organizational culture of the healthcare establishment. Additionally, the HRM should create a leadership model that develops his or her human service management process. This model should include the HRMs 4v models such as values, vision, voice, and virtue (Soberg, 2011).

Values

The HRM should have commitments towards the healthcare organization's goals. One should integrate their core values of leadership that discover their potential and decision-making qualities. Also, the HRM should reform his performance to create a friendly environment at the workplace. The HRMs values should minimize the employee's personal problems and moral issues in their day-to-day service (Soberg, 2011).

Vision

The HRM should have the long-term visions of different Quality Improvement and healthcare development policies to develop his or her long-term plans. Also, the well-defined projects improve the HRM's performance in the regular service. He or she should understand the advantages and disadvantages of a new scheme. HRM should have a particular vision to understand the result of a new policy (Soberg, 2011). Hence, he or she should use proper judgmental skills to avoid various complex situations such as misunderstandings and conflicts.

Voice

An HRM should have to communicate skills to improve his or her relations with employees and other clients. The HRM's speech or gestures can influence the employees and improve his or her performance at the workplace. He or she should have a convincing voice and language to motivate the healthcare employees and voice power to maintain the client's demands. Additionally, he or she must not use certain words or comments that can hurt the feelings of some employees (Soberg, 2011).

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Virtue

Virtue shows the HRMs moral excellence. The human resource experts should follow moral and ethical ways to deal with the employees. He or she should always choose morally and ethically correct ways to solve different complicated situations. The HRM should not make unethical decisions that can affect medical stakeholders. Thus, one can improve their performance at the workplace (Soberg, 2011).

Rationalization

The performance appraisal program is a necessary part of HRMs service because it develops the human resource managers' performance at the wHRM'slace. Also, it increases the HRM's moral and ethical values. Moreover, this program creates futuristic goals for the HRM and human resource management teams. Additionally, experts cease the human resource experts' self-efficiency. Besides, the program justifies the HRMs 4v models. It can help HRM to innovate their leadership values. Furthermore, it organizes the human resource experts' futuristic visions that can fulfill the organization's demands in a short time. Also, the performance appraisal program guides HRM to creating a convincing voice and language at the workplace that motivates the employees. Nevertheless, it utilizes the HRMs virtues to make ethical decisions (Soberg, 2011). Therefore, these policies are the necessary parts of effective leadership in healthcare settings.

Conclusion

In conclusion, human resource managers help different public organizations to improve their services. These professionals create a culture of trust between the organizations and their various stakeholders. Moreover, the healthcare HRMs develop leadership skills to fulfill the demands of patients and hospital employees. These experts follow ethical, moral, and legal principles of hospitals to perform the tasks in time. They are responsible for analyzing new jobs, hiring employees, and evaluating the workflow in the healthcare unit. Besides, they organize aptitude tests to understand the capabilities of the new candidates. Furthermore, they create compensation and benefits packages. These benefits help HRMs to receive health insurance policies, retirement funds, and other important services. Additionally, the compensation plans reward them for their extra or overtime work. Moreover, the performance appraisal program guides HRMs to improve their day-to-day service. This program develops the human resource experts' values, visions, and voice virtues. Thus, HRM provides advanced services in different public organizations.

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