scholarly journals Human Resource Management in Healthcare

2021 ◽  
Vol 115 ◽  
pp. 03003
Author(s):  
Jana Blštáková ◽  
Jana Palenčárová
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Satisfaction ◽  
Positive Impact ◽  
Care Delivery ◽  
Healthcare Delivery ◽  
Hrm Practices ◽  
Healthcare Professions

Contemporary healthcare systems face several challenges. The main management challenges include shortage and low satisfaction of health professionals. Satisfaction and motivation of medical staff is crucial for their stabilization and quality work-medical performance. The positive impact of HRM practices on increasing employee satisfaction and engagement is scientifically proven. Currently, HRM practices in healthcare are used in a limited way, often only at the level of HR or labour law and union bargaining. This is indicative of the low level of HR development. It is desirable to make full use of HRM practices in healthcare. The aim of this paper is to identify and define the challenges of human resource management in healthcare and explain the importance of implementing developed HRM practices to improve the quality of health care delivery. The research method used is a literature search. The investigation of the relationship between quality human resource management and healthcare delivery is considered important because the knowledge and competency to manage people are not necessary to hold a management position in most healthcare professions in Slovakia. In the world’s best hospitals, we find developed HRM with a positive impact on employee satisfaction and medical indicators.

scholarly journals THE CORRELATION BETWEEN PATIENT SATISFACTION AND PEOPLE EQUITY AMONG PARAMEDIC STAFFS IN INPATIENT ROOMS

2019 ◽  
Vol 7 (2) ◽  
pp. 1
Author(s):  
Sendhi Tristanti Puspitasari
Keyword(s):  
Patient Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Satisfaction ◽  
Mean Value ◽  
Service Performance ◽  
Management Service ◽  
The Mean

Background: One of the elements controlling the quality of hospital health services is patient and employee satisfaction. The mean value of patient satisfaction with all parameters of inpatient rooms at the Islamic Hospital in Surabaya from January to August 2016 was 61.3% which is less than the standard of ≥ 90%. Whereas, people equity is a concept of human resource management that signs organizational performance.Aims: This study examined the correlation between patient satisfaction and people equity among paramedic staffs especially in inpatient rooms of the Islamic Hospital in Surabaya.Methods: This study focused on measuring people equity, patient satisfaction, and the correlation between people satisfaction and people equity. The questionnaire used in this study adopted RATER dimensions (Reliability, Assurance, Tangible, Empathy, and Responsiveness).Results: The study found that three inpatient rooms (Muzdalifah, Arofah, and Shofa) did not meet three elements of people equity (Alignment, Capabilities, and Engagement). Patient satisfaction with the inpatient rooms was good, except for the tangible dimension especially room cleanliness which is still relatively low. People equity among the paramedic staff has strong relevance and is directly proportional to patient satisfaction with the inpatient rooms of the Islamic Hospital in Surabaya.Conclusion: Internalizing an organizational culture that considers patient satisfaction and patient equity among paramedic staffs is essential to harmonize the goals, vision, and mission between the hospital and its staffs. This study recommends that there should be a more serious evaluation of the cleanliness of all service units at the Islamic Hospital in Surabaya.Keywords: Patient satisfaction, People equity, Human Resource Management, Service performance.

scholarly journals How do HRM practices improve employee satisfaction?

2020 ◽  
pp. 0143831X2096219
Author(s):  
Laetitia Hauret ◽  
Ludivine Martin ◽  
Nessrine Omrani ◽  
Donald R Williams
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Satisfaction ◽  
Hrm Practices ◽  
Employee Data ◽  
The Way

Using employer–employee data, this article studies the relationships between the bundle of human resource management (HRM) practices and job satisfaction. By simultaneously integrating employee HRM exposure and HRM perception, which remains scarce in the literature, the authors find that a high HRM exposure is not sufficient to improve job satisfaction when employee HRM perception is taken into account. Moreover, the study highlights that differences in the level of employee HRM perception, contrary to the level of exposure, influence the way employees react to their personal, job and workplace characteristics. The results suggest a role for managers to strengthen employee positive HRM perception to improve job satisfaction.

Green Human Resource Management Practices and Organisational Sustainability

2021 ◽  
pp. 1-19
Author(s):  
Kabiru Ishola Genty
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Positive Impact ◽  
Human Environment ◽  
Human Resource Management Practices ◽  
Industrial Level ◽  
Green Human Resource Management

Researchers and practitioners have argued that human resource management practices have a positive impact on environmental outcomes. This is because green human resource management practices enhance a firm's environmental performance. Although studies do not explain how green initiatives can enable organisational sustainability, this chapter examines the influence of green human resource management practices on organisational sustainability in the context of Nigeria. The chapter adopted a discourse content analysis as a method of data collection. The chapter holds that organisational sustainability relies on green training intervention as the means of understanding and redressing the human environment with a view to achieving and sustaining a better quality of life. Conclusively, green human resource management practices target protecting the ecosystem, among others. The chapter recommended that sustainability could be achieved through employee green behaviour and eco-innovation at the industrial level.

scholarly journals THE CORRELATION BETWEEN PATIENT SATISFACTION AND PEOPLE EQUITY AMONG PARAMEDIC STAFFS IN INPATIENT ROOMS

2019 ◽  
Vol 7 (2) ◽  
pp. 1
Author(s):  
Sendhi Tristanti Puspitasari
Keyword(s):  
Patient Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Satisfaction ◽  
Mean Value ◽  
Service Performance ◽  
Management Service ◽  
The Mean

Background: One of the elements controlling the quality of hospital health services is patient and employee satisfaction. The mean value of patient satisfaction with all parameters of inpatient rooms at the Islamic Hospital in Surabaya from January to August 2016 was 61.3% which is less than the standard of ≥ 90%. Whereas, people equity is a concept of human resource management that signs organizational performance.Aims: This study examined the correlation between patient satisfaction and people equity among paramedic staffs especially in inpatient rooms of the Islamic Hospital in Surabaya.Methods: This study focused on measuring people equity, patient satisfaction, and the correlation between people satisfaction and people equity. The questionnaire used in this study adopted RATER dimensions (Reliability, Assurance, Tangible, Empathy, and Responsiveness).Results: The study found that three inpatient rooms (Muzdalifah, Arofah, and Shofa) did not meet three elements of people equity (Alignment, Capabilities, and Engagement). Patient satisfaction with the inpatient rooms was good, except for the tangible dimension especially room cleanliness which is still relatively low. People equity among the paramedic staff has strong relevance and is directly proportional to patient satisfaction with the inpatient rooms of the Islamic Hospital in Surabaya.Conclusion: Internalizing an organizational culture that considers patient satisfaction and patient equity among paramedic staffs is essential to harmonize the goals, vision, and mission between the hospital and its staffs. This study recommends that there should be a more serious evaluation of the cleanliness of all service units at the Islamic Hospital in Surabaya.Keywords: Patient satisfaction, People equity, Human Resource Management, Service performance.

scholarly journals Employee Perception of Human Resource Management Policies: A Study of Insurance Sector in Rajasthan

2018 ◽  
Vol 4 (02) ◽  
Author(s):  
Mayank Agarwal
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Service Sector ◽  
Positive Impact ◽  
Value Added ◽  
Insurance Sector ◽  
Hrm Practices ◽  
Degree Of Satisfaction ◽  
The Impact

Modern age is of significant cut-throat competition where companies in almost every sphere especially service sector are attempting hard to gain the confidence of customers by rendering them value added service and quality path-breaking products. The intent of this paper is to examine the impact of human resource management (HRM) practices on employees as well as the organisation, particularly in the insurance sector in two major cities of Rajasthan state. Three categories of human resources in the insurance sector were selected for the study sample. Further, due consideration was also given to the nature and status of employees to make the sample representative and to elicit most representative views on various aspects and practices of HRM in multiple proportions. Demographic profile and every important element of HRM that plays a significant role in improving and maintaining viable relations between the employee and employer have been discussed. Their role in improving the financial health and credit worthiness of the organisation is also discussed. The findings of this study also indicate that better HRM practices have immense positive impact on employees in the form of higher degree of satisfaction, dedication and higher retention which ultimately results in eventful success of the organisation.

Social Neuroscience and HR: An Introductory Perspective

2018 ◽  
Vol 11 (4) ◽  
pp. 6-13 ◽  
Author(s):  
Shruti Tewari ◽  
Gopal P. Mahapatra
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Cognitive Neuroscience ◽  
Social Neuroscience ◽  
Corporate Environment ◽  
Hrm Practices ◽  
Advanced Technologies ◽  
Interdisciplinary Nature

Human resource management (HRM) has evolved over the years and is constantly adapting to the advanced technologies and research endeavours to address the complexities of the corporate environment and aspirations of the stakeholders. In this article, the authors explain the relevance of neuroscientific research for HRM practices. Interdisciplinary nature and landmarks of social neuroscience and newly evolved discipline of organisational cognitive neuroscience are discussed. The nexus of Neuro–HR has phenomenal research and application opportunities to progress and enhance the quality of HRM for effective organisations leading to a healthier society. A significant use of neuroscience in HRM appears to be an interesting journey full of opportunities and challenges ahead.

Praktyki edukacyjne podejmowane przez uczestników XV edycji konkursu Lider Zarządzania Zasobami Ludzkimi

2015 ◽  
Vol 37 (3) ◽  
pp. 23-33
Author(s):  
Anna Rogozińska‑Pawełczyk
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Positive Impact ◽  
Human Resources Management ◽  
Main Trend ◽  
Coherent System ◽  
Hrm Practices

Effective management of human resources is one of the basic conditions for competitiveness. Organizations recognize the strategic role of human capital and management team is complemented by special efforts in this field. Scientists often have proved the existence of the relationship between high levels of applied human resource management practices and business performance and the evidence presented to the positive impact of the recognition of these practices in a coherent system, giving synergies. Based on the experience of the XV Edition of the Human Resources Management Leader Competition, one of the oldest functioning on the Polish market in the field of human resource management, an attempt to identify the main trend of the modern educational practices of HRM in organizations operating in Poland. Keywords: human resource management, HRM practices, competitions in the field of HRM, HRM standards, educational HRM practices.

scholarly journals The impact of human resource management (hrm) practices on employee satisfaction level and performance

2021 ◽  
Vol 11 (3) ◽  
pp. 40-43
Author(s):  
Swaroopa Dubisetty ◽  
Sreenivasulu Reddy K
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Satisfaction ◽  
Employee Retention ◽  
Retention Rate ◽  
Employee Performance ◽  
Hrm Practices ◽  
And Performance ◽  
The Impact

Human Resource Management is a significant function in a company designed to improve human resource performance in provision of their management strategic objectives. Human resource is primarily concerned with how workforces are maintained with in companies’ concentrating on plans, procedures and systems. This study focuses on Information Technology sector in India.This study analyzes the Human Resource Management (HRM) practices that increase employee satisfaction towards the company to enhance employee performance in the organization. Effective Human Resource practices can reduce employee turnover and increase retention rate within an organization. These practices are health and safety measures, Working environment, Welfare programmes, Training and Development, Compensation management, Reward management, Industrial relations, Work life balance, and Fringe benefits. The analysis identified the significance of employee retention practices to improve retention rate of IT organizations. The study targeted a sample of 615 respondents. A questionnaire was developed in this analysis with the help of previous studies or literature to measure the identified HR practices and related with employee retention. Samples were collected using questionnaire from 102 employees in order to test the hypothesis. ANOVA test was done using SPSS_v20 to find out the impact of Human resource practices variables on employee satisfaction level and performance. It was found that there was a significant relationship and identified major impact of reward management and compensation plans on employee performance whereas welfare programmes had less impact on employee performance.

Green Human Resource Management Practices and Organisational Sustainability

2022 ◽  
pp. 1278-1296
Author(s):  
Kabiru Ishola Genty
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Positive Impact ◽  
Human Environment ◽  
Human Resource Management Practices ◽  
Industrial Level ◽  
Green Human Resource Management

Researchers and practitioners have argued that human resource management practices have a positive impact on environmental outcomes. This is because green human resource management practices enhance a firm's environmental performance. Although studies do not explain how green initiatives can enable organisational sustainability, this chapter examines the influence of green human resource management practices on organisational sustainability in the context of Nigeria. The chapter adopted a discourse content analysis as a method of data collection. The chapter holds that organisational sustainability relies on green training intervention as the means of understanding and redressing the human environment with a view to achieving and sustaining a better quality of life. Conclusively, green human resource management practices target protecting the ecosystem, among others. The chapter recommended that sustainability could be achieved through employee green behaviour and eco-innovation at the industrial level.

scholarly journals A South African Study Of Influence Of Fairness Of Human Resource Management Practices On Service Quality

2016 ◽  
Vol 32 (3) ◽  
pp. 871-882
Author(s):  
Lineo Winifred Dzansi
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Service Quality ◽  
Service Delivery ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Perceived Fairness ◽  
Hrm Practices

This paper deals with the problem of poor service delivery in municipalities across South Africa – a problem that seems to elude a lasting solution. It assesses the extent to which perceived fairness in human resource management (HRM) practices affect service quality of selected municipalities in South Africa. Falling on organizational justice theory, it is posited that the HRM practices of municipalities could explain the poor service being delivered by municipalities in South Africa. Quantitative data collected from employees of nine randomly selected municipalities in the Free State Province was used to create indices for employee fairness perceptions of HRM practices as well as service quality as perceived by customers. From regression analysis, the results indicate that: employees perceive HRM practices as unfair; service delivery does not meet citizens’ expectations; and, statistically speaking, quality of service delivery is significantly and positively related to perceived fairness in HRM practices namely compensation (distributive); recruitment and Selection (procedural); and promotion (procedural) at the .05 and .01 levels of significance – meaning that fair HRM practices are important for quality service delivery.

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