Human Resource Management OverviewDetermine key roles that human resource management plays in the health care field.HRM (Human Resource Management) is a profession whose focus includes recruiting, managing, and developing the employees within an organization (Robbins, 207). In addition, this function deals with matters regarding employee compensation, hiring, performance evaluation, safety, development, wellness, communication, training and development (Statistics, 2013). The human resource management department or position within an organization plays a significant role in making strategic and clear approach to managing one of a company’s most important assets, their employees. The HRM function is considered the most major contributing factor in aligning specific assignments to an employee with the right capabilities. Therefore, a company can more efficiently achieve their goals and minimizing the required resources.
The Role of Human Resource Management
Hiring, Managing, and Developing Employees
For HRM employees, the role of HRM is to establish and maintain a positive relationship with their employer or their own employer, providing them the training required to meet their potential, and ensuring compliance with all applicable laws, regulations, and standards in the field. This role is generally carried out under the leadership of HRM senior managers.
To achieve the ultimate goal of the HRM contract for a HR position, HRM staff should first identify some of the roles that provide benefits, responsibilities, and responsibilities related to a company. In order to accomplish these roles, HRM must identify which roles are most necessary for the organization. HRM employees can be offered many of these jobs as part of a contract. The first question to seek in deciding what is required of an individual job is who fulfills the highest ethical and professional duty:
1. Do I need this responsibility.
The following is a summary of a list of the roles currently being filled by human resources. The titles that follow are those that HRM will take into consideration if a HR contract is approved.
Employee/Team Director/Human Resources Management Manager HRM Management – Human Resources Management Employee Staff Accountant HRM Management Senior Information Specialist (Human Resource Management Manager) HRM Management Manager Human Resources Specialist (HMS Manager) Human Resources Officer HRM Operations Support Manager HRM Operations Manager Human Resources Supervisor HRM Operations Technician HRM Services Director Human Resources Specialist (HSA Supervisor) HRM Services Director (HTS Director) HRM Service Worker HRM Service Worker (HSP Director) HRM Technician HRM Technician HRM Services Director (TS Director) HRM Technician HRM Service Worker HRM Service Worker Support Assistant HRM Staff Member HRM Staff Member (HSS Director) HRM Technical Assistant HRM Technical Support Worker HRM Support Worker HRM Support User
Administrative Staff
Human Resources Employee Information Engineer HRM Information and Training Manager HRM Information Information Officer (Information and Training Officer) HRM Information Designer HRM Professional Software Engineers HRM Technical Analyst HRM Support Engineer HRM Training Management Manager HRM Training Operations Manager Human Resources Staff Specialist (Information and Training Staff) HRM Systems Administrator (Information and Training Management System Administrator) HRM Team Leader HRM Team Leader (Information Coordinator) HRM Professional Software Engineer HRM Technical Assistant HRM Technical Support Manager HRM Technical Support User
Branch Operator
Human Resources Employee Protection and Safety (Human Resource Protection and Safety Specialist) HRM Information Engineer HRM Operations and Support Engineer HRM Human Resource Manager Information Advisor HRM Operations Manager Information Engineer HRM Technician HRM Technical Assistance Officer HRM Technician Human Resources Analyst Human Resources Specialist Personal Information Manager HRM Personal Information Support Technician HRM Technical Assistance Counselor HRM Support Group Staff Specialist (Support Group Staff Services Coordinator) HRM Support Manager HRM Technical Support Specialist HRM Technical Support Specialist HRM Support Staff Sergeant (Support Group Staff Services Sergeant) HRM Technical Advisory Consultant HRM Technical Advisory Consultant HRM Technical Consultant (Human Resource Consulting Service Consultant Coordinator) HRM TPM Staff Member (Support Team TPM Staff Team Staff) HRM Technician and Support Specialist HRM Technician Information Software Engineer HRM Technical Support Specialist HRM Technical Support Specialist, Assistant and Support Technician HRM Professional Technician
Worker/Personnel
Human Resource Manager Employer Relations Officer (Human Resource Manager) HRM Program and Staff Staff Member HRM Program and Staff Member (HPC Staff Member) HRM Program and Staff Member HRM Program and Staff Member HRM Manager HRM Program and Staff Member Professional Technician HRM Project Manager HRM Project Manager HRM Program Planning Supervisor HRM Student/
The Role of Human Resource Management
Hiring, Managing, and Developing Employees
For HRM employees, the role of HRM is to establish and maintain a positive relationship with their employer or their own employer, providing them the training required to meet their potential, and ensuring compliance with all applicable laws, regulations, and standards in the field. This role is generally carried out under the leadership of HRM senior managers.
To achieve the ultimate goal of the HRM contract for a HR position, HRM staff should first identify some of the roles that provide benefits, responsibilities, and responsibilities related to a company. In order to accomplish these roles, HRM must identify which roles are most necessary for the organization. HRM employees can be offered many of these jobs as part of a contract. The first question to seek in deciding what is required of an individual job is who fulfills the highest ethical and professional duty:
1. Do I need this responsibility.
The following is a summary of a list of the roles currently being filled by human resources. The titles that follow are those that HRM will take into consideration if a HR contract is approved.
Employee/Team Director/Human Resources Management Manager HRM Management – Human Resources Management Employee Staff Accountant HRM Management Senior Information Specialist (Human Resource Management Manager) HRM Management Manager Human Resources Specialist (HMS Manager) Human Resources Officer HRM Operations Support Manager HRM Operations Manager Human Resources Supervisor HRM Operations Technician HRM Services Director Human Resources Specialist (HSA Supervisor) HRM Services Director (HTS Director) HRM Service Worker HRM Service Worker (HSP Director) HRM Technician HRM Technician HRM Services Director (TS Director) HRM Technician HRM Service Worker HRM Service Worker Support Assistant HRM Staff Member HRM Staff Member (HSS Director) HRM Technical Assistant HRM Technical Support Worker HRM Support Worker HRM Support User
Administrative Staff
Human Resources Employee Information Engineer HRM Information and Training Manager HRM Information Information Officer (Information and Training Officer) HRM Information Designer HRM Professional Software Engineers HRM Technical Analyst HRM Support Engineer HRM Training Management Manager HRM Training Operations Manager Human Resources Staff Specialist (Information and Training Staff) HRM Systems Administrator (Information and Training Management System Administrator) HRM Team Leader HRM Team Leader (Information Coordinator) HRM Professional Software Engineer HRM Technical Assistant HRM Technical Support Manager HRM Technical Support User
Branch Operator
Human Resources Employee Protection and Safety (Human Resource Protection and Safety Specialist) HRM Information Engineer HRM Operations and Support Engineer HRM Human Resource Manager Information Advisor HRM Operations Manager Information Engineer HRM Technician HRM Technical Assistance Officer HRM Technician Human Resources Analyst Human Resources Specialist Personal Information Manager HRM Personal Information Support Technician HRM Technical Assistance Counselor HRM Support Group Staff Specialist (Support Group Staff Services Coordinator) HRM Support Manager HRM Technical Support Specialist HRM Technical Support Specialist HRM Support Staff Sergeant (Support Group Staff Services Sergeant) HRM Technical Advisory Consultant HRM Technical Advisory Consultant HRM Technical Consultant (Human Resource Consulting Service Consultant Coordinator) HRM TPM Staff Member (Support Team TPM Staff Team Staff) HRM Technician and Support Specialist HRM Technician Information Software Engineer HRM Technical Support Specialist HRM Technical Support Specialist, Assistant and Support Technician HRM Professional Technician
Worker/Personnel
Human Resource Manager Employer Relations Officer (Human Resource Manager) HRM Program and Staff Staff Member HRM Program and Staff Member (HPC Staff Member) HRM Program and Staff Member HRM Program and Staff Member HRM Manager HRM Program and Staff Member Professional Technician HRM Project Manager HRM Project Manager HRM Program Planning Supervisor HRM Student/
Human Resource (HR) managers oversee employee administrative affairs in an organization. Statistics from the U.S. Bureau of Labor Statistics reveal that as of 2010 there were 71,800 HR managers in America. The benefits of a HR department have gradually gained recognition in health care, owing to such challenges as economic instabilities, health care regulations and a shortage of experienced personnel. The American Society for Healthcare Human Resources (ASHHRA) says that the presence of a HR manager in a health care facility is essential in delivering effective services. There are certain roles specific to a HR manager in health care.
A number of factors affect the staffing functions of Human Resource Management and are categorized under external and internal. The external factors consist of education level, current societal attitudes, laws and regulations (that can affect employees), economic conditions, and supply and demand for personal beyond a company. A significant problem faced by human resource managers are the factors affecting employment and employee turnover. A study provided by Pinkerton in the article Factors Influencing Staffing Needs, showed an attempt to recognize and identify what influences the staffing needs of a hospital. Depending on which hospital, the answers seemed to vary.
However, the three main factors that were consistent include lack of teamwork or unit cohesiveness, disorder and confusion factors affecting the method or delivery of care, and effective communication (Pinkerton, 2009). Organizational responsibilities, technologies, goals, structure, organizational culture, diversity of employees, reward system, and numerous policies are all internal factors, which can affect staffing (Statistics, 2013). Furthermore, technological advancements, which are continuously intergraded into various industries, require extensive and intensive education and training. One application of Human Resource Management, which is clearly defined, is within the health care industry.
The Human Resources Institute found that people are often put in a lot of pressure to be better. In general, people will put undue pressure on themselves and their peers, putting the onus on them to fulfill their full potential. In order for this to happen, there are a number of factors that can drive better, individual performance at work, and in the workplace. When we consider these factors together, we conclude that managers should be on the lookout for things to increase their efficiency, as well as for ways in which, for individuals and group settings, better human resources would work for many individuals and many groups of organizations.
It is important to keep in mind the following:
The above factors are the main factors that, while not directly associated with performance in the workplace, can affect work performance at work, through their effect on workers, and may therefore be factors that change work performance in different ways, as seen in other countries where the average American person is on a similar level to that of the typical professional.
Worker productivity is a critical factor; we can put some of those factors, such as productivity goals, into context or apply them to a specific company. These can help us to see that many of our productivity goals, such as working hours plus a work-life balance will vary when working part time in an organization.
It was found that there is no such difference in productivity. For example, the American Bureau of Labor Statistics observed that Americans make $25.1bn a year better and more productive from work than anywhere else in the world. For each worker who receives overtime pay, they earn $27,876 of that wage as well. In other words, for every hour that an American gets paid in overtime (the minimum wage), in 2012, they make $10,973. This is a significant difference when it comes to job status, which affects how much a person is paid relative to anything in the world, but it is also a significant difference in productivity when it comes to being fired for a single day per year (Gallup, 2011). Although the results will vary with different company conditions, we can apply them to a large body of people in an organization that is very much in a position where they are able to make a well-funded salary and still work well within the organization.
Some research has shown that in some companies where workers are also required to complete multiple tasks and work day and night, all three things are more important than working hours. As stated earlier, there are an unlimited quantity of jobs that must be automated and that companies are now able to choose from. It is important to realize that the number of people who can accomplish any task, including a high degree of productivity, in a company is relatively small in comparison to even small or very small businesses. This is also reflected in a growing gap between the number of people in different companies and