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Human Resource Management Roles

Human Resource Management Roles HCS/341 September 5, 2011 Sharon Matthews Human Resource Management Roles Human resources, or people that work within an organization (Gomez-Mejia, Balkin, & Cardy, Chapter 1, 2010), are the foundation upon which businesses are built. Human Resource Management (HRM) is a vital role within any organization. HRM is the organizational task that deals with matters related to people such as recompense, employing, organizational development, employee motivation, employee training, communication, benefits, performance management, wellness, and safety.

The challenges faced by HRM are several, such as: environmental challenges, organizational challenges, and individual challenges (Gomez-Mejia, Balkin, & Cardy, Chapter 1, 2010). Environmental Challenges According to Gomez-Mejia, Balkin, & Cardy, (2010), describes environmental challenges as “forces external to firm that affect the firms performance but are beyond the control of management” (Chapter 1).

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Gomez-Mejia, Balkin, and Cardy (2010), state that environmental challenges include, rapid change, rise of internet, workforce diversity, globalization, legislation, evolving work and family roles, skill shortages and the rise of the service sector and natural disasters” (Chapter 1, figure 1. 1). All of these things make it essential that HRM’s are constantly vigilant to ensure that they take every opportunity presented and safeguard against any impendence against their organization. Organizational Challenges Organizational challenges are often a consequence of environmental challenges.

They are complications that arise internally within an organization. These often include; “competitive position, cost, quality, distinctive capabilities, decentralization, downsizing, organizational restructuring, self-managed teams, small businesses, organizational culture, technology, and outsourcing” (Gomez-Mejia, Balkin, and Cardy, 2010, Chapter 1, figure 1. 1). HRM’s need to be aggressive when it comes to recognizing potential problems and taking action, before they occur (Gomez-Mejia, Balkin, & Cardy, Chapter 1, 2010).

Individual Challenges Individual challenges are said to be concerns that focus on the determinations most relevant to individual employees (Gomez-Mejia, Balkin, & Cardy, 2010, Chapter 1). These challenges include, “matching people and organizations, ethical dilemmas and social responsibility, productivity, empowerment, brain drain, and job insecurity” (Gomez-Mejia, Balkin, & Cardy, 2010, Chapter 1, figure 1. 1). As with organizational and environmental challenges there is a correlation between individual and organizational challenges.

The individual challenges can affect the organization and the organizational challenges can affect the individual. It is therefore important that HRM’s to ensure that employees are well matched to the organization, and that employees are treated ethically. Challenges in Health Care “Like most other service industries, the health care industry is very labor intensive. An important reason for reliance on an extensive work force is that it is not possible to produce a “service” and store it for future consumption” (Siddiqui & Kleiner, 1998, para. 1).

Health care is produced and consumed at the same time. It is therefore extremely important to have an efficient HRM department that is able overcome the aforementioned challenges. While all of these challenges are relevant to the health care industry, some are more relevant than others. These topics include; rapid change, workforce diversity, skill shortages, downsizing, new technology, productivity, brain drain, job insecurity and legislation. In today’s time’s legislation, skill shortages and technology, productivity and downsizing are at the forefront of most HRM’s minds.

Regardless of how health care reform plays out HRM’s are in for some rocky times in the future. Regulatory compliance and information technology will be a prominent aspect of these challenges. One such example of the problems facing health care can be seen in a survey done by actuarial consultancy on ICD-10 readiness. They reported that nearly 70% of all surveyed are not ready for the change, this includes health care practitioners and health plans (Williams, 2010). As a result of this many practices are facing severe financial challenges, workflow disturbance that may ultimately affect patient care (Williams, 2010).

Human resource managers have their work cut out for them. As we have seen there are numerous varied challenges that must be faced every day. However with the right knowledge and tools HRM’s can create a positive, financially secure environment, where both employees and patients feel well cared for. References Gomez-Mejia, L. , Balkin, D. , & Cardy, R. (2010). Managing human resources (6th ed. ). Retrieved from The University of Phoenix eBook Collection database. Reference for Business. (2011). Retrieved from http://www. eferenceforbusiness. com/encyclopedia/Gov-Inc/Human-Resource-Management-HRM. html. Williams, S. (2010). Seeking Alpha. Retrieved from http://seekingalpha. com/article/183450-health-reform-aside-healthcare-industry-still-faces-major-challenges Siddiqui, J. , & Kleiner, B. H. (1998). Human resource management in the health care industry. Health Manpower Management, 24(4), 143-147. Retrieved from http://search. proquest. com. ezproxy. apollolibrary. com/docview/206622802/abstract/13195E151C6104306FA/2? accountid=35812


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