Human Resources is an essential component of any firm that manages its most important asset: its people. This diverse field includes recruitment, talent acquisition, employee development, benefits administration, and workforce compliance. Human resource specialists help create a positive workplace culture, link business goals with employee requirements, and uphold legal and ethical standards. Human resources help businesses succeed and survive by motivating and engaging employees. Therefore, this paper compares current workforce conditions to future demands. Furthermore, it will discuss future optimal staffing needs. Next, this study will discuss successful staffing strategy evaluation criteria. The repercussions of failing to emphasize an adaptable workforce and offer enough support to satisfy company needs will be expounded. Nonetheless, this study will analyze how human resources can give an organization a competitive edge.
Current Workforce Analysis Compared to Future Demands Capacity of Current Staffing
St. Anthony Medical Center has reached its maximum staffing capacity with its medical team and leadership. A tragic railway derailment has strained medical staff’s ability to treat all victims. Language translators are limited in the emergency room. Due to translator shortages, St. Anthony Medical Center has seen a projection in low English proficiency (LEP) patients, which has made care difficult. Somali and Hmong people live near St. Anthony Medical Center. To serve this heterogeneous population, bilingual staff is essential. Communication is vital for proper healthcare delivery. Language barriers can prevent patients, nurses, and other caregivers from needing to interpret health information. St. Anthony Medical Center’s Pediatric Intensive Care Unit (PICU) has seen a decrease in nursing staff, especially during critical evening and night shifts. Thus, unattended Pediatric Intensive Care Unit patients.
Insufficient staffing must be addressed to ensure all patients receive proper care. St. Anthony Medical Center may face many issues if the nursing staff is not supplemented to meet patient needs (ANA, 2017). When clients choose other hospitals and staff turnover rises due to increased job demands, the medical institution may lose money. Bridges et al. (2019) found that assigning more patient cases to medical center nurses increases wait times and lowers patient care. The Agency for Healthcare Research and Quality (AHRQ) “Hospital Nurse Staffing and Quality of Care” study found a link between low hospital staffing and increased pneumonia, cardiac arrest, and urinary tract infection rates (AHRQ, 2019). Following this cycle may lead to staff exhaustion and lower patient care quality. Mental health contributes to healthcare worker burnout.
Staffing plans are vital to an organization’s competitive edge.
Nurses significantly impact patient outcomes and treatment quality (Aboramadan et al., 2021). To remedy the staffing issue, St. Anthony Medical Center should increase its nursing workforce and employee diversity to serve its diverse patient base better. Hospital staff must mirror the community they serve. A diverse workforce is crucial, and hospital leadership must commit (Heath, 2018). By integrating this method, a hospital with enough employees can improve patient care and ensure nurse workload equity. The AHA (2013) advises healthcare organizations to establish “a progression chart.” raising people’s skills, qualifications, and education, such as “a career” ladder for each department to help people visualize their careers. Last, assessing current employees’ skills may require asking, “Does a nurse have…” need for this task? Perhaps other staff members have the skills, credentials, and education/training to complete the work” could lessen nursing stress in high-volume ER and PICU units.
Three Measures
One of the hospital’s most valuable assets is its staff. Hospital administration must prioritize assistance and resources to help the team accomplish their jobs. This method improves leadership-employee interactions (Kelidbari et al., 2016). A staffing plan’s effectiveness must be measured using three measures. First, on each floor, weekly rounds should be strictly implemented. Also, dialogues with staff employees should be established to promote transparency and provide constructive feedback to improve performance. Finally, monthly patient allocation estimates to healthcare providers should be assessed. Analyzing these ratios reveals weaknesses that each section can be prone to.
Unresolved issues may have detrimental effects. Hospitals must commit to these strategic aims to succeed. I am confident that management and staff must work together to implement this plan. Unless personnel concerns are addressed and remedies are executed, goals will not be met (Aboramadan et al., 2021). Staff must willingly and actively contribute to attain goals. Team members must work well, embrace collaboration, and actively participate in their jobs to meet the medical center’s purpose.
Human Resources
HR manages an organization’s employees through a variety of actions. It links a corporation to its employees and helps recruit and select them. HR can boost an organization’s success by hiring great people with the right skills and culture fit. In competitive industries like healthcare, acquiring elite personnel can give an edge (Daito et al., 2020). Talent acquisition and worker gatekeeping are HR professionals’ responsibilities. They analyze candidates’ backgrounds, qualifications, and personal traits to ensure they match the company’s goals, beliefs, and culture. This gatekeeping function allows Human resources to screen out employees whose goals or actions conflict with the company’s mission, preserving workplace unity. Human Resources also manages benefits, performance reviews, employee development, and labor law compliance. The varied roles emphasize its importance in motivating and engaging employees, which helps the firm succeed in the long run.
In conclusion, human resources management is crucial to healthcare and any successful firm. The story of St. Anthony Medical Center emphasizes the need to match staffing needs to a diverse and dynamic patient group. Hospital management must balance cost-cutting with staffing. However, Bridges et al. (2019) show that neglecting staffing can lead to nurse fatigue, medical errors, and patient care quality reduction. Healthcare organizations must recruit and retain a diverse workforce that reflects their community to stay competitive and protect patients and staff. This reduces staff workload, improves patient care, and boosts staff and patient satisfaction. This demonstrates the importance of HR in healthcare and other industries, as it manages staff and aligns business goals with employee requirements. Organizations may improve performance, competitiveness, and sustainability by treating staffing as an investment rather than a cost. Thus, healthcare organizations must invest in their staff, embrace diversity, and establish robust staffing plans that promote patient care, employee well-being, and long-term success.
References
Aboramadan, M., Alolayyan, M. N., Turkmenoglu, M. A., Cicek, B., & Farao, C. (2021). Linking authentic leadership and management capability to public hospital performance: the role of work engagement. International Journal of Organizational Analysis, 29(5), 1350-1370.
AHRQ. (2019). Nursing and Patient Safety. Patient Safety Network
American Hospital Association. (AHA). (2013). Developing an adequate healthcare workforce planning model [PDF]. R
American Nurses Association (ANA). (2017, Oct. 24). Nurse staffing crisis.
Bridges, J., Griffiths, P., Oliver, E., & Pickering, R. M. (2019). Hospital nurse staffing and staff–patient interactions: an observational study. BMJ quality & safety, 28(9), 706-713.
Daito, A., Riyanto, S., & Nusraningrum, D. (2020). Human resource management strategy and safety culture are competitive advantages to improve construction company performance. Business and Entrepreneurial Review, 20(2), 123-140.
Kelidbari, H. R. R., Fadaei, M., & Ebrahimi, P. (2016). The role of ethical leadership on employee performance in Guilan University of Medical Sciences. Procedia-Social and Behavioral Sciences, 230, 463-470.
write