HCM 114

By Dr. Khaled Ouanes Ph.D.E-mail: k.ouanes@seu.edu.sa

Twitter: @khaled_ouanes

2014

Human Resources Management in

Healthcare

DIFFERENT CONCEPTS

HUMAN RESOURCESHuman resources can be defined as the set of individuals who make up the workforce of an organization or even bigger entities (Sectors, economies…)

HUMAN RESOURCES"Human capital" is sometimes used synonymously with human resources. However, Human capital typically refers to a more narrow view (i.e., the knowledge the individuals…).

HUMAN RESOURCESLikewise, other terms sometimes used include "manpower", "talent", "labour", or simply "people“ and also Personnel –Old terminology- .

HUMAN RESOURCES MANAGEMENTHR management is the process by which an organization manages its employees and workforce.

HUMAN RESOURCES MANAGEMENT

A human resources approach to management views employees as talented contributors to organizational success rather than a cost.

THE ROLES OF HR PROFESSIONALSThe HR department will oversee the analysis & design of jobs in an organization. The process includes defining the tasks, duties & responsibilities for each position in the organization.

THE ROLES OF HR PROFESSIONALS

HR professionals will help in job design initiatives that can help the employer acquire and retain talented workers to remain competitive.

THE ROLES OF HR PROFESSIONALSHR professionals play also a large role in:

• Staffing the organization.• Managing the performance of the

organization’s workforce. • Working with employee discipline,

worker attitudes & employee rights.

Rights of Employees & Employers

Employee rights can be broken down into 3 categories:

• Statutory• Contractual • Implied.

Rights of Employees & Employers• Statutory rights: are rights

that are grounded in the law.

• Contractual rights: are based on written agreements between the employer & the employee.

Rights of Employees & Employers• Implied rights: Those can be

affected by implied contracts and are agreements that can be considered contractual in nature, even though their terms are not as clearly specified as they would be in an employment contract.

Rights of Employees & EmployersIN ALL CASES, Consistent application & documentation should also be practiced. This is better for the employer and the employee on the long run.

Critical Employee Attitudes Towards Work

One of the major goals of HR management is to create a workforce that is committed to achieving the organization’s short and long-term objectives.

Critical Employee Attitudes Towards WorkA very important component is

the employee’s attitude. For HR management there is an important concept that has an impact on employee attitudes: The psychological contract

The psychological contractOver time, the employee develops this contract with their employer based on what they see in the workplace. The importance of this contract has to do with its relationship to valued employee behaviors.

Critical Employee Attitudes Towards Work

Unions and HealthCareA unionized workforce presents significant challenges for HR departments. Collective bargaining contracts negotiated with unions will have a significant impact on most aspects of HR management.

Unions and HealthCareThe major reason for seeking unionization is that employees believe that management does not value employees. Employers who do not care about employee attitudes are vulnerable to unionization.

Unions and HealthCareOrganizations need to understand the implications of labor relations for the management of their employees and their ultimate success in accomplishing organizational goals.

EVALUATING HR DEPARTMENTOne major way to evaluate the effectiveness of HR management is the productivity of the organization. The overall goal of a HR department should be to develop the human capital of the firm.

HCM 114

By Dr. Khaled Ouanes Ph.D.E-mail: k.ouanes@seu.edu.sa

Twitter: @khaled_ouanes

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