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Staffing in the Healthcare Industry

Question:

Discuss about the Banksias Health Service for Cultural Diversity.

Based on the case study provided over a health care institution known as Banksia, there are certain Human Resource problems identified by the authors of the case study. Despite the rapid growth of the healthcare facility, it has been realized to face certain problems within its operations that are hindering its development. Stanton, Bartram, Young and Leggat have discussed the case study strategically with an aim to outline the various problems faced by the healthcare facility. From the analysis provided by the authors it is obvious that the three most common problems faced by the organization are staffing because there is increased supply and demand for the healthcare facilities, cost allocation in terms of investing in the various talents shown by the health practitioners available and regulation of the compliance and reporting various determining aspects of the organization’s operations. The three problems faced by Banksia health facility would be discussed.

One of the greatest difficulties confronted by medicinal services HR administrators is securing financing for ability administration activities which enable divisions to offer aggressive advantages and pull in the best specialists. This implies compensations must be focused while additionally fitting into doctor's facilities' money related arrangements (Noe, Hollenbeck, Gerhart, & Wright, 2016). As financing gets cut and protection repayments are arranged, healing centers must remain on top of expenses to stay beneficial. In the social insurance industry, ability administration programs offering focused compensations to contract and hold high performing laborers can directly affect persistent fulfillment; it can likewise diminish staff turnover, which can be another exorbitant hit to an association (Gomez-Mejia, Balkin, & Cardy, 2015). In a scene in which HR managers’ battle with their present spending plan, discovering approaches to lessen costs much further keeping in mind the end goal to put resources into ability administration keeps on being troublesome. Luckily, IT can be one zone in which these cuts can be accomplished.

According to the case study, the organization is facing a greater problem in cost management. The problem originates from the fact that the organization intends to spread its services to other areas while at the same time it wants to improve its health provision for the population available in the area (Gomez-Mejia, Balkin, & Cardy, 2015). As a result, some of the funds available for the organization were allocated for the growth in healthcare provision as the remaining percentage was focused on the spread of the organization to other areas as the organization enlarged its healthcare facilities to other parts of the area it intends to cover. As a result, the divided funds have been inadequate for both programs of the organization (Noe, Hollenbeck, Gerhart, & Wright, 2016). The cost problems experienced in both cases as the authors have realized is because of the inadequate planning by the organization.

The other problem aside from cost management that the organization faces is regulation. Another test in Healthcare HR is the presentation of the Affordable Care Act and with it, the new announcing necessities (Huselid, & Becker, 2016). HR Managers are currently required to answer to the IRS in consistence with the ACA, which means chiefs should precisely track representatives and their work hours as they identify with medical advantages. Different regions in which standard announcing and following are required are that of yearly surveys (Armstrong, & Taylor, 2014). To get government or state financing, healing facility based workers are required to have yearly surveys and execution assessments. Representatives should likewise have foundations checks, confirmation recharges, and following of vaccinations (Arthur, 2014). Luckily, HR Management Software suppliers have been receptive to the requirement for improved following and announcing programming. ACA Reporting and Compliance programming assists HR directors with generating and document frames required by the IRS, including 1094-C and 1095-C. The product likewise helps supervisors to plan shapes required by representatives and gives hourly following applications to distinguish which workers are qualified for advantages under new controls.

Cost Management at Banksia Healthcare Facility

According to the case study, regulation is a major problem for Banksia Health service. The organization has not been able to regulate its operations to meet the required standards of healthcare provision as recommended by the health department (Tichy, 2013). As stated in the case, the organization has a problem with the authorities concerned with health matters within the region based on their terms of operation. The services of the organization have been under pressure to satisfy the codes of operation related to public health recommendations for most healthcare facilities (Lado, & Wilson, 2014). The human resource is blamed for the failure as it should be their role to control such instances.

The last common problem faced by the organization is staffing. One test that medicinal services HR experts are right now confronting spins around the staffing of attendants and specialists (Delery, 2012). As request around the nation keeps on expanding, competitors are finding that they have different alternatives with regards to picking their work area; at last creating an extensive lack in staff in specific regions of the nation. With the rising pattern towards execution based vocation models in the medicinal services industry, numerous HR divisions are additionally attempting to enlist and hold high performing specialists. Keeping in mind the end goal to deal with these difficulties HR Managers can actualize Applicant Tracking Systems (Lado, & Wilson, 2014). These frameworks streamline the enlisting procedure and incorporate robotized notices and work processes which enable HR supervisors to rapidly react to qualified competitors while approaching remuneration information.

The case study has identified staffing as the major problem at Banksia Health Service. The organization has no specific staff that controls its operations within the areas that it operates (Tichy, 2013). The fact that there is no outlined staff for the organization that controls its operations is a major problem for the organization as the authors highlight that it is through the problem that the activities of the organization have been paralyzed (Huselid, & Becker, 2016). The temporary human resource that has been created by the organization has limited chances of managing the widely spread services of the organization. Staffing is the most important part of an organization that the human resource department should consider first while preparing to manage an organization especially the health organization that requires care as it entails human life (Delery, 2012).

There are also some changes that the organization needs to make within its human resource sector so that it can increase its competitiveness through the quality of service it provides for the people. Some of the necessary changes required for the organization include;

Human Resource arranging includes remaining collaboration in work market alterations and guidance from other relevant sectors including independent companies influenced by the accessibility of specialists (Ulrich, Brockbank, Yeung, & Lake, 2015). For example, the United States Authority on Labor Statistics displays occupations for registered medical caretakers will develop by 26% in the vicinity of 2010 to 2020. American Association of Colleges of Nursing anticipates a nursing lack, in relation to the developing number of job opportunities and the amount of medical attendants with identity resigning. Key organization, for instance, creating enrollment activities within nursing schools earlier than graduation, provides businesses an aggressive advantage against industrial partners in pulling in approved hopefuls (Youndt, Snell, Dean, & Lepak, 2016). Organizations with controlled capital and asset for top selecting skills meant to consider innovative methods for attaining qualified hopefuls, for instance, open houses together with the small scale unions that provide potential candidates with a more intensive take on gander at the association (Cox & Blake, 2017). The other option for independent venture choosing is to form representative referral plans that have the tendency to attract competitors with special characteristics and capabilities like that of the present workers.

Regulation Challenges at Banksia Healthcare Facility

Most researchers within their best records as per various variables, for instance, better advantages or better work environment for ladies in most cases (Carneiro, 2017). Work and life adjust is an situation that is turned out to be normal in the Human Resource vernacular. The term implies that the business might be attracted to adaptable work courses of action, for instance, elective preparation, working from homes and packed weeks full of work (Ulrich, Brockbank, Yeung, & Lake, 2015). An advantage is increased by furnishing the representatives with the chances to accomplish work and life adjustments so that they stay beneficial and attract in supporters of the organization. Human Resource plan is important in dispatching the projects; however, independent companies should painstakingly measure how effective working environment malleability can be (Stroh & Caligiuri, 2013). Altering working hours or reducing the time spent at the workplace could disable some specialty numbers, particularly when the representatives are working cross-practically to bolster more than a territory of the organization. 

Human Resource divisions are extensively in charge of creating implementation on the administration measurements. These measurements empower occasional rating of representative employment implementation through annual assessments, corrective notices and transformation arranges (Stroh & Caligiuri, 2013). Independent companies in most cases have firm workplaces, which loan themselves to additional chances to attract in laborers on individual levels. This could urge the workers to consider a stab at elite levels when understanding a business really is keen on their affluence. High performing representatives give organizations an advantage since they are profitable, completely occupied and energetic with their duties (Carneiro, 2017). Human Resource plan is necessary for observing the business' implementation administration plans, organizing managers to deliver fair disapproval and regulating the plan to tackle the issues of representatives and boss.

Pay rates and earnings are not the major reasons representatives remain with their bosses, however workers who trust their remuneration and advantages are sensible and insistent are probably going to reconsider previous to leaving an organization that provides them with unmistakable prizes for their gifts (Noe, Hollenbeck, Gerhart, & Wright, 2016). Smaller organizations might have preference around there in light of the fact that they frequently can be malleable in locating wages and compensations more than vast partnerships with unbending pay scales. A human Resource plan that involves pay and advantages investigations uncovers territories for growth concerning the business' pay structure. Human Resource's help with availing a sound pay structure could build the organization's interest to representatives, giving it an upper hand from the worker preservation point of consideration (Kochan, 2014).

In many associations, the Human Resource is in control of consistence with work laws. This is a basic part of Human Resource spares firms the charge of enlisting legal advisors to shield business activities or settlements for cases coming up from line work rehearses (Lengnick-Hall, & Lengnick-Hall, 2012). It is particularly imperative for private ventures that would be blown by a legal case, regardless of whether by substantial outcomes, for instance, matches cost or unimportant results, for instance, the loss of disrepute (Kochan, 2014). Organizations with fewer employees like 15 are legally responsible to government works and business laws. Human Resource executes work environment arrangements conventional with management state and near laws. Approaches go from certifying the business' responsibility regarding measure up to circumstance work to actually unimportant matters for instance, respites all that bolster hierarchical structure and moderate the organization's threats of obligation for the cases from workers and candidates (Noe, Hollenbeck, Gerhart, & Wright, 2016). The amounts invested empower the organization to assemble its wealth and, subsequently, improve its business disrepute and advantages.

Conclusion

In conclusion, the case study provided shows a health organization known as Banksia being faced by several problems within its operations. The major problems facing the organization have been realized to include its regulation, costs and mostly its staffing policies. According to the examination of the case study, the organization needs help within its human resource system to improve its competitiveness with other healthcare providing organizations and to ensure that it maximizes its service provision to the people within the region it operates. From the case study provided, it has been seen that the organization is fast in spreading its services to other areas of the while it is not mindful of the services it provides to the people. As a healthcare facility, the human resource of the organization should be blamed for not maximizing its activities in ensuring that the organization remains as competitive as possible. Another matter of concern is that as an organization that deals in health matters, more concern ought to be paid to the quality of health provided than in spreading the improper services of the organization.

References

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Arthur, J. B. (2014). Effects of human resource systems on manufacturing performance and turnover. Academy of Management journal, 37(3), 670-687.

Carneiro, A. (2017). How does knowledge management influence innovation and competitiveness?. Journal of knowledge management, 4(2), 87-98.

Cox, T. H., & Blake, S. (2017). Managing cultural diversity: Implications for organizational competitiveness. The Executive, 45-56.

Delery, J. E. (2012). Issues of fit in strategic human resource management: Implications for research. Human resource management review, 8(3), 289-309.

Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2015). Managing human resources.

Huselid, M. A., & Becker, B. E. (2016). Methodological issues in cross?sectional and panel estimates of the human resource?firm performance link. Industrial Relations: A Journal of Economy and Society, 35(3), 400-422.

Kochan, T. A. (2014). The mutual gains enterprise: Forging a winning partnership among labor, management, and government. Harvard Business Press.

Lado, A. A., & Wilson, M. C. (2014). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of management review, 19(4), 699-727.

Lengnick-Hall, C. A., & Lengnick-Hall, M. L. (2012). Strategic human resources management: A review of the literature and a proposed typology. Academy of management Review, 13(3), 454-470.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2016). Human resource management: Gaining a competitive advantage.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2016). Human resource management: Gaining a competitive advantage.

Stroh, L. K., & Caligiuri, P. M. (2013). Increasing global competitiveness through effective people management. Journal of World Business, 33(1), 1-16.

Tichy, N. M. (2013). Strategic human resource management.

Ulrich, D., Brockbank, W., Yeung, A. K., & Lake, D. G. (2015). Human resource competencies: An empirical assessment. Human Resource Management, 34(4), 473-495.

Youndt, M. A., Snell, S. A., Dean, J. W., & Lepak, D. P. (2016). Human resource management, manufacturing strategy, and firm performance. Academy of management Journal, 39(4), 836-866. 

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