Health Care More Area Term Paper

Pages: 8 (3267 words)  ·  Bibliography Sources: ≈ 9  ·  File: .docx  ·  Level: College Senior  ·  Topic: Careers

A confidential setting is essential because a manager should never warn or reprimand a worker in front of their peers. It is very important to have a printed evidence of all transactions with a person who is exhibiting problem behavior. If cessation is unavoidable, make sure that it is a confidential, unbiased setting, where both the boss and the ex-employee can go away immediately after. It is up to you as a manager to develop a different kind of faithfulness in your workforce, by helping people realize that you're dedicated to their prospect in another important way- by constantly helping them develop their skills, and capability and adaptableness. (Blessinger, Human Resource Management)

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The level of participation by the HRM function in the lives of people and the community is rising as a part of the overall change in the nature of HRM. Usually the attention was restricted to workers in the organization. But with a greater consciousness of the importance of welfare and the role of family and community in determining well-being, the Human Resource Management function needs to be involved more extensively than before. Human Resource Management is also in the course of transformation with regard to the kind of the role done. In the earlier days many jobs were done by HRM professionals themselves, the role they are taking on, is one of adviser to line management, where line managers carry out many of the jobs usually managed by HRM professionals. Like wise there is a tendency in which businesses are tearing up all jobs that are not directly connected to the main business, and in the process many HRM jobs are being outsourced. Thus an alteration in the kind of services offered. (The Definition and Scope of Human Resource Management)

Term Paper on Health Care More Area Is Assignment

Till date there is a lot of difference between what is written and the actual reality though since the 1980's there has been progress on the writings in concern with HRM. Though yet till today there has not been enough research material to analyze actual corporate policy statements and to be able to analyze the actual effect it has on employee behavior and morale. To make HRM widely acceptable it is essential that it be widely diffused over the entire economy. Most of these HRM strategies can actually be decided upon by the basic decisions taken while deciding upon the strategy, like, being able to decide the nature of business and also the structure of the enterprise, in concern to how the organization needs to be structured or what goals it needs to meet. In most organization where there is the presence of effective human resource management policies and practices, the varied decisions in concern to human resources are taken by strategy or structure or by other external factors like trade unions, labor markets and legal systems. (Human Resource Management as a Strategy: The Changing Focus of Industrial Relations and Human Resource Management)

Thus in a situation where Human resource management decisions are taken as strategically as the decision the actual human resource management is effective. It is with the help of this human resource management that most people have changed their attitudes towards personnel management. HRM now includes many new essential elements with the help of which many management goals are achieved and maintained through competitiveness. It is with the help of an effective HRM that management issues are linked to the overall strategies of the organization. It is with the help of these effective policies and practices that can change the entire organizations culture. It is with the help of this HRM that many functions like recruitment, training can be relied on. The organization's core values are replicated in the form of business strategies. (Human Resource Management as a Strategy: The Changing Focus of Industrial Relations and Human Resource Management)

Firms confront more and more multifaceted business shifts and alteration because of global cost-cutting measures. The management is in an emergency mode due to restructuring stress, court case by staff against the organization and superior contest to employ and keep gifted and rebounding staffs. The development of a company and prosperity depend upon a labor force that is competent in organizing alteration, leadership, regenerate, support and cooperation. A company is required to prepare its managers in a unique kind of resource that helps them to build up creative, contented, and faithful personnel, if it wants to keep away from problems that affect its base line. 10 In the present day and time, instruction is essential in the information line of work. As training will pay off in the end with knowledgeable employees, training is not the section to skimp on money resources. It is a good notion to send workers out to discussion groups and have hands on training when possible. (Blessinger, Human Resource Management)

It is not possible to actually compare HRM strategies and polices as they are varied of each of the business activity. One way of encouraging a specified organizational goal is to form a strong work culture and try and keep all the various employees in the organization united and in favor of each other with the help of various values like quality, service, and innovation. In today's changing world there could be differences faced by organization that have a very strong organizational culture, in comparison to the swift changing environment which is faced by most employers. Therefore a firm that has a strong organization culture may face difficulties in trying to adjust to the changing environment. One excellent example can be IBM that has a firm ideology about the products and services that it offers. (Human Resource Management as a Strategy: The Changing Focus of Industrial Relations and Human Resource


But on analyses we can conclude in the long run a strong organization culture is more beneficial than a weak one. Employee commitment, adaptability and strong culture can therefore be clubbed to be said to a series of contradiction in terms. This brings us to the conclusion that strong culture may actually inculcate a rapid response to a particular situation but at the same time it is not flexible and hence may come across as unfamiliar to a particular philosophy. At the same time weak culture when compared to uncertain principles cannot be relied on producing action. (Human Resource Management as a Strategy: The Changing Focus of Industrial Relations and Human Resource Management)

Many specialists see the shortage of concentration on human resources subjects in the wider view of sector reform as the lone most important cause for the human resource problems faced by many countries, and for the crash in some case to productively execute reform. Moreover, the public health system is both fraction of the wider public system and also part of the overall health system. As, those running the public health system, do not generally have total control over the human resources working within the system, then HR can only be adequately addressed if actions are considered not only within the public health system but also within the public service usually and within the health system generally. Thus if human resource management is to be entirely and efficiently addressed in the public health system then matter connected to good supremacy, civil service reform, and education need to be addressed. This needs a wider acceptance of health sector reform within government and recognition that reform beyond the health sector is needed as well, if the aspirations of health sector reform are to be fully understood. (Institutional and system considerations)

Coming to a clear, universal principle to lead HR management in all health sectors can be tough: health systems differ widely and models of HR practice is likely to concentrate on individual firms rather than multifaceted national systems like health provision. But three general principles can be arrived at to lead the growth of effectual HR policy: main stakeholders, including ministry officials, trade unions and employees, must own an effective HR policy. The usage of extensively agreed mission statements and corporate values, and apparent messages about the objectives of HR policy can help promote ownership. If it is to be effectual, HR policy should be in row with the external health policy environment. HR policy should be critically developed as part of the organization's general rules and programs, rather than as a separate means of counting the numbers of employees required at different levels. Personnel policies, if they are to be effectual, they need to be internally constant. By connecting HR needs to the mind-set and behavior of the employees, capability frameworks can help confirm 'internal fit'. (Institutional and system considerations)

HR matters should be treated as vital to the reform process, and be taken into account from the beginning. Care is required to the process of improvements as well as to their content; the timing of planned change and the participation of different stakeholders can be vital to victorious execution. How human resources have been handled in the past and the… [END OF PREVIEW] . . . READ MORE

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How to Cite "Health Care More Area" Term Paper in a Bibliography:

APA Style

Health Care More Area.  (2004, February 6).  Retrieved September 26, 2020, from

MLA Format

"Health Care More Area."  6 February 2004.  Web.  26 September 2020. <>.

Chicago Style

"Health Care More Area."  February 6, 2004.  Accessed September 26, 2020.