Assignment 1: Health Care Human Resources Management 610257

Assignment 1: Health Care Human Resources Management Due Week 3 and Wor

Imagine that you have applied for the position of Manager of Human Resources at an acute care hospital in your community. The hospital is planning to expand its services to meet the needs of a growing community. As part of the application screening process, you have been asked to write a document that outlines the steps you would take, as the manager of HR, to improve the effectiveness of HRM in this organization. Write a three to four (3-4) page paper in which you: Analyze two (2) current trends in health care that are affecting human resources management that may likely impact your hiring decision as HR manager.

Provide support for your analysis. Suggest a significant opportunity for HR to become more of a strategic partner within an organization. Justify your response. Recommend a model of human resources management that would be the most appropriate for this organization in question. Provide support for your recommendation.

Recommend a strategy that HR could implement in order to develop more effective relationships between Human Resources and the organization’s managers and senior executives, indicating how each strategy will achieve the desired goal. Determine a specific employment law that may affect the hiring and selection process at the acute hospital in your community. Provide support for your rationale. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length. The specific course learning outcomes associated with this assignment are: Analyze the unique aspects of managing human resources (HR) in health care organizations. Evaluate the effects of major employment laws on HR functions in health care organizations. Evaluate the competencies necessary for effective health care human resources management. Use technology and information resources to research issues in health services human resource management. Write clearly and concisely about health services human resource management using proper writing mechanics.

Paper For Above instruction

Introduction

Effective human resource management (HRM) is critical to the success and growth of healthcare organizations, particularly in the dynamic environment of acute care hospitals. As hospitals expand services to meet increasing community demands, HR leaders must adapt to emerging trends while ensuring compliance with employment laws, fostering strategic partnerships, and cultivating relationships with leadership. This paper analyzes two significant current trends influencing HRM in healthcare, discusses opportunities for HR to serve as a strategic partner, recommends an appropriate HR management model, proposes strategies to enhance collaboration with management, and considers relevant employment legislation impacting hiring practices.

Current Trends Affecting Human Resources Management in Healthcare

1. Workforce Shortages and Skill Gaps

One of the most pressing concerns in contemporary healthcare HR management is the ongoing workforce shortage, especially among nurses, physicians, and specialized allied health professionals (Buerhaus, Skinner, Auerbach, & Staiger, 2017). This trend is driven by an aging workforce, burnout, and increased demand for healthcare services due to population growth, especially in underserved areas. The shortage impacts recruitment efforts, leading to increased competition among employers, higher compensation costs, and potential compromises in patient care quality. HR managers must develop targeted recruitment campaigns, enhance retention strategies, and invest in workforce development to address these skill gaps effectively (Shantz, 2018).

2. Integration of Health Technology and Digital Tools

The rapid adoption of health information technology (HIT), including electronic health records (EHRs), telehealth, and AI-driven decision support, significantly influences HR practices (Brady, 2019). HR leaders need to ensure that staff are adequately trained in new technologies, which requires ongoing education and development programs. Moreover, the use of digital platforms streamlines HR functions like recruitment, onboarding, and performance management, facilitating more efficient HR operations. However, it also introduces challenges related to data security, privacy, and changing job roles, which HR must navigate proactively (Adler-Milstein et al., 2020).

Opportunities for HR as a Strategic Partner

A key opportunity for HR is to position itself as a strategic partner in supporting organizational objectives beyond traditional administrative functions. By aligning HR initiatives with hospital strategic plans—such as expansion efforts—HR can contribute to workforce planning, cultural development, and systems integration (Ulrich & Dulebohn, 2015). For example, HR can lead workforce analytics initiatives to forecast future staffing needs, develop leadership pipelines, and promote a culture of continuous improvement. This strategic involvement ensures HR adds value by fostering organizational agility, enhancing patient care quality, and supporting financial sustainability.

Recommended Model of Human Resources Management

The best-fit HR management model for the expanding hospital is the High-Performance Human Resources (HPHR) model. This model emphasizes strategic alignment, employee engagement, continuous development, and performance-based rewards (Kaufman, 2015). Implementing this model involves crafting HR practices that foster a motivated, skilled, and adaptable workforce capable of meeting the challenges of healthcare delivery in a rapidly evolving environment. HPHR also promotes a culture of accountability and innovation, which are critical as the hospital grows and adapts to new community health needs.

Strategies to Build Effective HR-Management Relationships

To foster stronger relationships with management and senior executives, HR should implement regular strategic alignment meetings and collaborative decision-making processes. Establishing KPI dashboards and reporting metrics on HR initiatives’ impact helps demonstrate HR’s contribution to organizational goals (Cascio & Boudreau, 2016). Additionally, embedding HR representatives within leadership teams ensures continuous dialogue and shared accountability. These strategies foster mutual trust, improve communication, and align HR efforts with organizational priorities, ultimately facilitating a unified approach to hospital expansion and service delivery.

Employment Law Impact on Hiring and Selection

The Americans with Disabilities Act (ADA) is a critical employment law affecting hiring practices in healthcare. ADA prohibits discrimination based on disability and mandates reasonable accommodations during the hiring process (EEOC, 2020). In an acute care hospital setting, HR must ensure that recruitment, screening, and interview procedures are compliant with ADA requirements. For instance, accessible interview accommodations and non-discriminatory job advertisements help ensure fair hiring practices. Compliance not only minimizes legal risks but also promotes a diverse, inclusive workforce essential for high-quality patient care.

Conclusion

Enhancing HR effectiveness in an expanding hospital requires adapting to current industry trends, leveraging opportunities to serve as a strategic partner, and implementing effective relationship strategies with leadership. Embracing models like HPHR and adhering to employment laws such as the ADA are essential for sustainable growth. As healthcare evolves, proactive, innovative HR strategies will be crucial in supporting community health objectives, improving workforce stability, and ensuring legal compliance.

References

• Adler-Milstein, J., Verghese, A., & Bates, D. W. (2020). Digital health and the evolution of healthcare. Journal of the American Medical Informatics Association, 27(12), 2059–2063.
• Buerhaus, P. I., Skinner, L., Auerbach, D. I., & Staiger, D. O. (2017). Four challenges facing the nursing workforce in the United States. Journal of Nursing Regulation, 8(2), 40-46.
• Brady, D. (2019). The influence of digital health on healthcare professions. Healthcare Management Review, 44(2), 144-151.
• Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HRM to global talent management. Journal of World Business, 51(1), 103-114.
• EEOC. (2020). Disability Discrimination: Your Rights Under the Americans with Disabilities Act. Equal Employment Opportunity Commission. https://www.eeoc.gov/statutes/disability-discrimination
• Kaufman, B. E. (2015). The Globally Integrated Human Resource Management Model. Human Resource Management, 54(2), 247–265.
• Shantz, A. (2018). Strategies to mitigate healthcare workforce shortages. Journal of Health Administration Education, 35(4), 439-446.
• Ulrich, D., & Dulebohn, J. H. (2015). Are we there yet? What’s next for HR? Human Resource Management, 54(2), 231-246.