Written By : Nisreen Thamer Aobais

Civil Engineering / Morning Study

The third stage / GROUP { C }
Abstract
Human Resource Management is a management function concerned with hiring, motivating,
and maintaining workforce in an organization. Human resource management deals with
issues related to employees such as hiring, training, development, compensation, motivation,
communication, and administration. Human resource management ensures satisfaction of
employees and maximum contribution of employees to the achievement of organizational
objectives . According to Armstrong (1997), Human Resource Management can be defined as
" a strategic approach to acquiring, developing, managing, motivating and gaining the
commitment of the organisation's key resource - the people who work in and for it "

Introduction
Human resource management is defined as a system of activities and strategies that focus on
successfully managing employees at all levels of an organization to achieve organizational
goals ( Byars & Rue, 2006 ) Employees are the human resources of an organization and its
most valuable asset. To be successful, an organization must make .
employee productivity a major goal . The level of productivity can vary depending on the
skill levels the employees demonstrate in their jobs and the satisfaction levels of the
employees with the organization and their jobs . To develop a high-performance and effective
workforce , the organization should use human resource management .
input the following organizational areas :
1 - Establishment of a legal and ethical management system
2 - Job analysis and job design
3 - Recruitment and selection
4 - Healthcare career opportunities
5 - Distribution of employee benefits
6 - Employee motivation
7 - Negotiations with organized labor
8 - Employee terminations
9 - Determination of emerging and future trends in health care
10 - Strategic planning

What is HRM
uman resource management (HRM) is the process of employing people, training them,
compensating them, developing policies relating to them, and developing strategies to retain
them. As a field, HRM has undergone many changes over the last twenty years, giving it an
even more important role in today's organizations. In the past, HRM meant processing
payroll, sending birthday gifts to employees, arranging company outings, and making sure
forms were filled out correctly-in other words. more of an administrative role rather than a
strategic role crucial to the success of the organization. Jack Welch, former CEO of General
Electric and management guru, sums up the new role of HRM: "Get out of the parties and
birthdays and enrollment forms. Remember, HR is important in good times, HR is defined in
hard times. It's necessary to point out here at the very beginning of this text that every
manager has some role relating to human resource management. Just because we do not have
the title of HR manager doesn't mean we won't perform all or at least some of the HRM tasks.
For example, most managers deal with compensation, motivation, and retention of
employees-making these aspects not only part of HRM but also part of management. As a
result, this book equally important to someone who wants to be an HR manager and to
someone who will manage a business .

Functions of Human Resource Management

Human Resource Management functions can be classified in following three categories
• Managerial Functions
Operative Functions , and Advisory Functions The Managerial Functions of Management are
as follows :
1 - Human Resource Planning - In this function of HRM , the number and type of employees
needed to accomplish organizational goals is determined. Research is an important part of
this function , information is collected and analyzed to identify current and future human
resource needs and to forecast changing values, attitude , and behaviour of employees and
their impact on organization .
2 - Organizing In an organization tasks are allocated among its members, relationships are
identified, and activities are integrated towards a common objective . Relationships are
established among the employees so that they can collectively contribute to the attainment of
organization goal .
3 - raining and Development - This function of human resource management helps the
employees to acquire skills and knowledge to perform their jobs effectively. Training an
development programs are organized for both new and existing employees. Employees are
prepared for higher level responsibilities through training and development .
4 - Wage and Salary Administration - Human resource management determines what is to be
paid for different type of jobs. Human resource management decides employees
compensation which includes wage administration, salary administration, incentives ,
bonuses, fringe benefits, and etc ,
5 - Employee Welfare This function refers to various services, benefits, and facilities that are
provided to employees for their well being .
6 - Labour Relations - This function refers to the interaction of human resource management
with employees who are represented by a trade union. Employees comes together and forms
an union to obtain more voice in decisions affecting wage, benefits, working condition, etc .
7 - Personnel Research - Personnel researches are done by human resource management to
gather employees' opinions on wages and salaries, promotions, working conditions, welfare
activities, leadership, etc, Such researches helps in understanding employees satisfaction,
employees turnover, employee termination , etc
8 - Personnel Record This function involves recording, maintaining, and retrieving employee
related information like - application forms, employment history, working hours, earnings,
employee absents and presence, employee turnover and other other data related to employees

The Changing and Diverse Workforce

Human resources should be aware that the workforce is constantly changing. For example ,
in the 2010 census , the national population was 308,745,538, with 99,531,000 in 2010
working full time, down from 2008 when 106,648,000 were working full time . 13 For full -
time workers , the average weekly salary was higher the more educated the worker. See
Figure 1.6 for details .
The Role of Human Resources in Healthcare
Organizations
The role of human resource management is that of a partnership between the human
resources (HR) department and management regardless of the organizational type. Most HR
departments have similar responsibilities. The HR and management partnership is unique in
the healthcare industry because many healthcare organizations have a dual administrative
structure of clinical managers and health services managers that supervise two distinct groups
of employees with different responsibilities and different training needs. For example,
clinical managers have training or experience in a specific clinical area and, accordingly,
have more specific responsibilities than do generalists or health services managers. For
example, directors of physical therapy are experienced physical The Role of Human
Resources Healthcare Organizations therapists, nurse managers have nursing degrees, but
most health service managers have a bachelor's degree or master's degree in health services
(BLS, 2011). According to Zingheim and Schuster (2002), there are steps that an organization
can take to foster a relationship between the HR department and senior management :
1 - Treat HR employees as internal consultants to the organization who can provide
recommendations about employee relations .
2 - Ensure that management actively collaborates with HR employees , which includes
inviting HR management to strategic planning meetings .
3 - Ensure that HR provides extensive training to all employees on a routine basis.
4 - Both HR and management should participate in an HR audit to assess the state
of the organization . Turnover rates , incentive plans, diversity rates, and strategic planning
activities should be continuously reviewed to ensure the organization is performing at a high
level . The following sections of this chapter describe specific workplace issues where the
role of HR management is integrated to ensure that these issues are addressed throughout an
organization .

Recruitment, Selection, and Retention

The HR department is responsible for collaboration with management to ensure that the
recruitment and selection process is legally defensible, which means the process is systematic
and fair in order to objectively and fairly recruit and select potential employees. A legally
defensible process must adhere to legal standards. HR collabo rates with management to
retain the best employees for the organization. Recruitment consists of any activity that
focuses on attracting the appropriate candidates to enings in the organization. Once
candidates are identified, the next step fill job op ful is the selection process, which identifies
the best employees for the organization (Noe, Hollenbeck, Gerhart & Wright, 2011). The
selection process must abide by appropriate legal standards. Once an organization selects the
preferred candidate the organization should create culture to retain its valued employees .
Employee turnover costs industries millions of dollars annually. Recruitment, retention are
very important in the healthcare industry. The nursing profession, often selection, and
considered the backbone of health care, has experienced labor shortages for several years.
This shortage is expected to continue for several years. There also continues to be a shortage
of physicians in rural communities and in certain urban areas; thus , these two professions are
a focus of many recruitment, selection, and retention strate gies by HR and management .

Healthcare Career Opportunities

The healthcare industry is one of the largest employers in the United States, employ ing more
than 3% of the U.S. workforce. There are approximately 200 health occupations and
professions and a workforce of more than 14 million healthcare workers. Between 2005 and
2030, the 65 years and older demographic will increase us from 6% to 10% of the total
population, which willi increase pressure on the health- care system (National Center for
Health Statistics, 2008). Because of the aging of our population, the Bureau of Labor
Statistics indicates that health care will generate Profile: more than nearly 4 million new jobs
through 2014 (High Growth Industry Prof Health Care, 2007). When we think of healthcare
providers, one automatically thinks of physicians and nurses. However, the healthcare
industry is comprised of many different health service professionals. The healthcare industry
includes dentists, optometrists, psychologists, chiropractors, podiatrists, non-physician
practitioners, administrators, and allied health professionals. Allied health professionals are
an integral I component of this industry, as they provide a range of essential healthcare
services that complement the services provided by physicians and nurses. Allied health
professionals constitute 60% of the U.S. healthcare workforce (Shi & Singh, 2008). There are
many opportunities for healthcare employees to have a long-term career in this industry. An
excellent HR department provides career development guidance for employees .

Strategic HR Management
The strategic planning of an organization consists of long-term goal setting to compete
successfully in an industry (Thompson, Strickland & Gamble, 2006). An action plan of how
to implement these goals is formulated based on the strengths of the organiza tion. The
ultimate goal is to maintain a sustainable competitive advantage over the organization's
rivals. As part of this s plays a role in workforce planninG planning process, human resource
man- to ensure that there exists the appropriate agement satisfy these and adequate labor
supply both currently and in the future to strategic goals. HR departments have evolved to
play an important role in the strategic plan- ning of an organization. This is particularly
important because of the continued labor shortage of nurses in the U.S. healthcare system and
the geographic maldistribution of physicians who are generalists. Therefore, it may be
necessary to develop different strategies to ensure that there is an infrastructure to deliver
quality healthcare services in an organization .
Conclusion
Managers should be trained in human resource management concepts to be effective
supervisors and leaders of their employees. This is true in small organizations that do not
have the complex organizational structure to have a designated HR department. Most large
organizations have a defined HR department that consists of both gender alists and specialists
in human resource functions that collaborate with managers to ensure they are managing their
employees appropriately . History indicates that human resource management activities were
observed as early as 2000 B.C. Human resource management can be applied to any activity
of a healthcare operation. It plays a role in the development of a legal and ethical work- place
environment, provides information about healthcare careers to employees, assists with labor
union negotiations, is responsible for job analysis and the hiring process, manages employee
benefits, and provides input on employee performance. In addition, human resource
management plays a role in emerging and future trends in health care and plays an integral
role in strategic management including work force planning .

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