1. Introduction (25%) Provide a
brief synopsis of the meaning (not a description) of each Chapter and articles
you read, in your own words that will apply to the case study presented.
2. Your Critique (50%)
This paper is a reflection of my experience working at a hospital. I worked
under human resource management at various levels; consequently, I had
interdepartmental supervisors. My goal was to develop practical understanding
of the hospital management system via my day-to day responsibilities. I was
able to acquire vast practical knowledge in this sector. This paper contains
organizational overview and characteristics of situations where problems arise.
I will examine both internal and external factors pertaining to managing a
hospital. Based on my observations and interactions with various stakeholders,
the report provides recommendations for organizational improvement.
Richard Hallem founded the hospital in 1998 as a private health organization.
Hallem Hospital provides both inpatient and outpatient services. It started by
offering only outpatient services and from January, 2002, the hospital
commenced its inpatient services with paid admissions of sixty beds. In
February, a maternity ward of forty-eight beds was open for the baby
business. The delivery services in the two wards prompted the
opening of an operating theatre, which has three high-tech operating beds. The
availability of Technical Human Resource, theatres and the wards has remarkably
reduced hospital referral cases. In the month of July, twenty-eight beds were
added and two rooms availed for Male and Female medical wards, both currently
operational, and provides both curative and preventative healthcare (Cohen,
I worked at various levels within the hospital; however, my main concentration
was at the human resource management office. As part of my orientation, I
worked in several departments interacting with different employees in the
organization. I spent some time in the records department, procurement office,
biotechnology department, and the hospital registry but mainly I was in human
resources, where I acted as a low-level manager who performed duties as
directed by a supervisor.
Human resources in Hallem are composed of clinical
and non-clinical staff responsible for public and individual health
intervention services. They are the most important of the health system inputs;
the performance and the benefits of the Hallem are dependant on the knowledge,
skills and motivation of those individuals responsible for delivering quality
health services, headed by Human Resource Manager (HRM).
Recruitment and selection is the major function of
the human resource department in Hallem. It is the first step towards creating
the competitive strength and the strategic advantage for in the hospital.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time. While working in the human resource department, I was taken
through the hospital recruitment process. It must be understood that
recruitments are only done for casual employees the rest are sent by the
government. I had no opportunity of taking part in the recruitment
process. I participated in creating files for four the newly posted
employees. Through a discussion forum, the human resource manager took me
through the recruitment process (Robert, 2010).
I went through various aspects of hospital human
resource management such as size, composition and distribution of the
workforce; training issues; the migration of health workers; employment
structure; handling claims, mediations, regulatory system imparting to human
resources; and gender and diversity management. Each of these factor into my
overall observation and understanding of this organization, and where
improvements can be made.
The most stakeholders that I came into contact with
were the hospital employees, the management team and the suppliers. Hallem is
supervised by a board of managers (or regents) with a chairman at the head of
the table. The management system applies a neo-utilitarian approach with
well-structured organization qualities, processes and outcome. The hospital is
managed mainly through “employee focus” to improve the hospital production
system. The management system embraces accountability, transparent and
Hallem employees benefit from a management team that
is engrossed in developing efficiency links. Hallem has work groups based on
their skills and training experiences. The company has also ensured long-term
relations with its employees through proper working condition, remunerations,
good labour relations, promotions and enhanced communication system (Gefma,
Hallem management boasts being among the top leaders
in organizational business, which has successfully integrated neo-liberal
unitarism workplace management success. Employees at Hallem not only boast of
an excellent working environment but long term employment opportunities.
Hallem has embraced workplace diversity and the gender and racial employment
ratio is an equal opportunity environment. The company had implemented
employment opportunities for the elderly and physically challenged (Building an
Exceptional Board, 2007).
The company embraces a policy of respect, fairness
and tolerance towards employees. It reinforces this through a ‘Work Place Right
Policy,’ implemented by TCCC in 2007. The policy provides complete guidelines
to employee management. Employees have an open communication system that
enables them to raise issues that the management promises to address, involving
free dialogue and round table discussions and debates.
Hallem has a strong and healthy supply chain.
Through its core principle of accountability and transparency, the company
believes in a long-term supplier relationship. Hallem works with its suppliers
through strategic cooperation and partnership. In managing supply chain, Hallem
has direct and indirect procurement chains. Apart from just monitoring supplier
product quality, the hospital communicates and renders research services to
help the supply team. Supplier selection system is openly conducted based on
product quality and supplier ability to meet company product specifications
(Building an Exceptional Board, 2007).
The major challenge that Hallem faces is financial
constraints to meet increasing customer demands. Health industries face a stiff
competition that always calls for constant innovation. There are several
challenges in hospital human resource management. Employees are hardly enough,
while the hospital has limited funds to acquire enough casual labour. The Human
Resource Manager is tasked with a hefty challenge of harmonizing different
group segments in the hospital with different expectations of one another and
management. As a result, the hospital management constantly faces push and full
politics from groups such as nurses, doctors, orderlies and labour relations.
Consequently, the hospital faces constant migrations of highly skilled staff
members, often left with trainees to fill the gaps.
CASE STUDY CHALLENGE
should be asked to read the case and discuss all procedures done and suggest a
2. Mention, state and apply dynamics that’s smoothly help running a hospital from a managerial position
is a job of politics, understanding, mediation, compromise and strength.
3. Mention the goals you should apply to
help move up the managerial ladder and take a leadership role,
3. Conclusion (15%)
Briefly summarize your thoughts &
conclusion to your critique of the case study and provide a possible outcome
for Recruitment and retention in the Human Resources Department. How did these articles and Chapters influence
your opinions about Personnel selection and onboarding?
will be based on how clearly you respond to the above, in particular:
clarity with which you critique the case study;
depth, scope, and organization of your paper; and,
conclusions, including a description of the impact of these Case study on any
Health Care Setting and the marketing projects.
Expert Solution Preview
The case study presented in this paper focuses on the management and organizational challenges faced by Hallem Hospital. It discusses the hospital’s background, characteristics, and situation, along with its stakeholders’ analysis, highlighting the challenges that it faces, mainly financial constraints and difficulties in retaining staff. This paper aims to examine the internal and external factors affecting the management of a hospital and provide recommendations for improvement.
2. Your Critique:
a) The case study emphasizes the critical aspects of human resource management in a hospital setting, mainly recruitment and retention, as the hospital faces financial constraints due to stiff competition in the market. The hospital’s stakeholders’ analysis reveals that the management team is committed to developing a system based on employee focus, transparent communication, and diversity management. However, the hospital’s HRM faces challenges of harmonizing different staff groups with varying expectations regarding management.
b) The paper presents a comprehensive critique of Hallem Hospital’s management systems, outlining the challenges and recommending measures for improvement. The paper is well-organized, covering all aspects of the hospital’s management, and provides sufficient evidence to support the critique.
c) In conclusion, the case study highlights the importance of effective HR management in a hospital setting, especially in managing recruitment and retention. The recruitment process must be well-planned and executed to attract skilled employees, and the hospital should adopt measures to retain these skilled employees. The articles and chapters I read informed me of the need to have a robust and efficient personnel selection and onboarding strategy to ensure the highest quality of care for patients.
In conclusion, recruitment and retention are crucial for the effective management of a hospital, and Hallem Hospital should adopt measures to improve these aspects of its management. This case study has helped me understand the challenges involved in managing a hospital and the importance of HR management in the healthcare industry. The articles and chapters I read have reinforced the significance of efficient personnel selection and onboarding processes in healthcare settings, emphasizing the need for continuous improvement and innovation to meet the increasing demands of the market.