7069SOH Health Care Assignment Sample 2023
Introduction and Context
Overview of the health system
Many countries such as the United Kingdom, New Zealand, the USA, and Sweden are adopting the priority setting in the healthcare sector for taking the right decision to provide appropriate service to the patients. Priority setting is a process that enables the health care organisation to develop the strategy and give practical knowledge regarding the situation.
Almost all the developed countries are adopting the workforce planning process for increasing the resilience in the health service and tackling the difficult situation by maintaining the flow of the workforce.
Healthcare organizations are investing in the health structure for improving the efficiency of the workforce. For instance, Netherland has applied this practice in the health system and it gives advantages to the healthcare authority of health progression (Lopes et al., 2017).
The United States spends more in the healthcare sector for retaining the skilful workers in the health sector. For this reason, this country is able to allocate health services to each citizen. Apart from that, there is a scarcity of efficient health professionals in many countries.
Such countries are adopting human resource policies in the health care organizations for providing appropriate health support to the patients. France, Italy, Singapore and Spain are now following the talent management practices in their health system by hiring skilled health professionals from around the world.
Assessment of current approaches
Priority setting and decision-making process
Priority setting is depicted as an act of “relative ranking of goods” which is necessary for providing adequate resources to the needful department (Improvingphc.org, 2021). Priority setting facilitates healthcare organizations by allocating resources depending on the needs of the health department. As the resources are limited and the population of patients is vast.
It helps in effective decision making and improves the service quality of health organizations. The healthcare organization can take instant action depending upon the changing needs and demands of the population.
Health care organizations collect data from various sources and use the priority setting for better service delivery (Improvingphc.org, 2021). Hence, it is an integral part of the healthcare system as the organizations use it for resilient service and achieving goals.
Talent management and human resource practice are also discussed in the paper as the healthcare authorities are focusing on such key areas to figure out talented employees and deploying them in the workplace for achieving success in the health industry.
Workforce planning and development
Workforce planning is a method of identifying, analysing and forecasting the various factors for managing the workforce in the health organization (Hr.nih.gov, 2021). Strategic direction is the first step of workforce planning that analyses the number of employees needed to achieve the organizational goals.
Secondly, supply analysis is used by the organizations or supply of necessary services to the patients. Thirdly, the organizations analyse the demand of the health industry and recruit the workforce for balancing the supply and demand process. Finally, the gap of the workforce is met by monitoring the workforce planning process.
Human resource and talent management
Talent management and human resource management are followed by the healthcare organization to retain eligible employees, provide efficient service, and build a resilient healthcare system (Ingram, 2021). For instance, the health staff and administrative staff benefit the organization by providing effective service to the patients.
Skilled employees are needed for managing the updated technology in the health sector. Their talent management team recruits skilful employees for delivering high-quality service for patient care. By using talent management in the health sector the organizations are able to achieve the satisfaction of patients. The HRM practices increase the competencies of staff.
Critical evaluation of strengths and weaknesses
Priority setting and decision-making process Pros and Cons
The advantage of priority setting is that the health service providing organizations use it for making proper decisions to satisfy their internal and external shareholders as well. Healthcare organizations apply the priority setting in their process to get success in the health programs (Improvingphc.org, 2021). It makes the health system more transparent and the management follows the proper process for providing health service to the patients.
Priority setting is used by healthcare organizations for cost-effectiveness and providing service to the customers on a priority basis. Hence, it is used in all types of health systems. However, it is difficult for healthcare organizations to predict the future and set goals according to it.
For instance, the sudden break of the Covid-19 pandemic negatively impacted the decision-making process, and the health service providing organizations were unable to use the priority setting as the situation was complex (Dubé et al., 2020). The priority setting is made based on the various factors and it is challenging for the healthcare sector to combat the student change in the health factors.
Workforce planning and development Pros and Cons
Workforce planning is beneficial for the healthcare sector for retaining skilful and talented workers in the health sector. However, the health service providing authorities spent a huge amount of time improving the skill and abilities of the staff. Apart from that, it is costly to make employees eligible for using modern technology in healthcare (Brouwer et al., 2019).
Workforce planning is important for the organization when it is facing an employee crisis in its management and facing problems to provide effective service to the patients. Large scale healthcare organizations need a huge staff to provide resilient service to customers. The worst factor of workforce planning is focusing on the short term initiatives for recruiting people.
It affects the organization to meet the long term goals and collaborate with the other employees. The workforce is unable to meet the organizational goal due to failure in workforce planning.
Human resource and talent management Pros and Cons
Effective human resource management motivates stage employees to do the work in a better and smooth way and it benefits the organization for providing high-quality service to the patients. The attrition rate is a major cause for the human resource team and the talent management team always tries to make a good work environment.
The HRM frames the work policy in such a way that the employees always get self-motivation in the workplace. Employee burnout is often seen in many health care organizations due to excessive pressure in the workplace (Drake et al., 2017). The poor human resources practices in the workplace pressurized the workers for work beyond their capacity and it negatively impacted the service quality of workers.
The grooming and training sessions are not conducted in a good manner and due to this reason; the healthcare organizations are unable to retain talented employees.
Recommendation
The effective strategies that can be implemented to enhance the resource planning and management in the healthcare spheres of UK by considering the SMART objectives are discussed below:
Smart action plan
| SMART objectives | Strategic priorities | Option appraisal | Benefits | Costs |
| Improving the work system by ERP systems for enhancing decision making | Increasing adoption of advanced software such as ERP for better handling resource planning, allocations and management operations by administrative staffs | By increasing the technical knowledge and competencies for ERP systems handling, management and maintenances | Increasing health businesses resources and capabilities by using open interfaces and fostering better management of clinical patients, other integrated systems (Dukhanin, Topazian & DeCamp, 2018)
Earlier access to medical records and providers for efficient resource planning and demand management
Reduction in operating costs and diminished scope of conducting any errors
Fosters patients safety and confidentiality
Effective information about the requisitions, budgeting and analysis of patients visitations and resources requirements (Shahmoradi, Safadari & Jimma, 2017) |
$1000 |
| Establishing value engineering teams for workforce development | To cut down wastage scope and improve hospital staff efficiency by increasing resource management competencies to perform the job role with utmost effectiveness | By increasing the levels of motivations and engagements of teams it can be reviewed of employee management for effective change management | Increasing employee skills for effective waste management and acquiring multiple skills necessary for improving employees confidence and morale
Effectively analyzing the health device systems to determine the patients and hospitals demand (Waithaka et al., 2018)
Quality resource management by reducing the costs incurred by ineffective resource planning and forecasting
The use of reward and talent management strategies for systematic and holistic management of product/services
|
$300 |
| Training and learning programs for eliminating practical knowledge gaps and talent management | To allow effective distributions of the resources and maintaining health organizations financial solvency by quality resource management | By analysing the increased knowledge of resources management by health practitioners | Proficiently deconstructing the current state by increasing the skilled staffs competent enough to manage the resources (Al-Hanawi, Khan & Al-Borie, 2019)
Allowing use of disparate technologies for managing several dynamics of resource management software
Without failing understanding the health organizations need to better serve the communities (Boselie, Van Harten, & Veld, 2021)
Speedy transformation that enhances the overall decision making, operational efficiency and healthcare performances |
$1500 |
Table 1: Smart action plan for enhancing resource planning and management operations in healthcare systems
Source: (Self-created)
Impact of SMART objectives
The above SMART purposes reflect the strategies and objectives through which the efficiency of resource allocation can be improved. The decision making is highly crucial for better comprehending the areas of priority to avoid wastage of resources in any manner. Thus improving the work system through the ERP system is a justifiable choice (Fiaz, Ikram & Ilyas, 2018).
Through these approaches, the issues associated with priority settings can be removed that is creating hindrance in adoption of advanced resource management systems in the varying healthcare organizations. However, merely focusing on the advancement of technologies will not alone bring the development required in the healthcare sector.
The establishment of the engineering teams is crucial for effective operational handling regardless of associated issues that occur in the business areas (Irianis, Puspitasari & Saputra, 2020). It will remove the scope of disputes over resources, ineffective resources distribution and lastly resources exploitation in any manner.
Healthcare organizations will be able to save operating costs by these intervention strategies to achieve better health outcomes for the general public (Aremu, Shahzad & Hassan, 2018). Further, the training and learning sessions will remove the shortage of skilled labors for an effective workforce and talent management in the healthcare sectors.
Risk register
Risk analysis is depicted as one of the proven ways of determining and assessing the underlying assets that can negatively impact the successes of projects or businesses. Similarly, the above discussed SMART objectives can be affected by the below-stated risks. The risk analysis depicts the scale of risks, mitigation strategies and expected outcomes in brief:
| Potential risk/hazards | Personal responsible | Risk rating | Mitigation strategies | Expected outcomes |
| Fear of change management from traditional to advanced use of software affecting the delivery of quality resource allocations | Administrations staffs | 4 | Strategic use of reward and recognition programs to increase the rate of participation among employees and health practitioners (Mousan & Othman, 2020)
Managers supervision to build employees confidence
Communicating the dire need of resource management to gain adequate support |
Effective implementations of advanced priority settings or software for resource management |
| Lack of employee engagement and motivations to participate in the creation of engineering teams | Operational managers | 3 | Creating a plan to guide employees about the job demands
Policy and procedures support for upholding healthcare businesses values (Oleribe et al., 2019)
Carving the career development plans to increase the rate of engagements |
Proactive visions and values shared by the employees by having common goals which lead to resource management enhancements
Additionally creating opportunities for managing flows of work to cares employee and patient satisfaction |
| Increasing malpractices due to prevailing knowledge gaps | Directors | 4 | Strict managers previsions
Setting examples of effective inputs to remove malpractices thoughts
|
Reduction in human errors, legal issues and efficient resources forecasting by engagement of responsible stakeholders |
| Lack of adequate communications affecting project deserted outcomes | Administrations staffs | 2 | Prior creation of a communication plan to facilitate effective communication flow between variant operating departments (van den Broek, Boselie & Paauwe, 2018)
Fostering interaction and network building for gaining support and operational facilities |
Removal of resources deficiency by effective communication flow within health organizations |
Table 2:Risk analysis for improving resource planning and management operations in healthcare systems
Source: (Self-created)
Risk management impact
The staff is not well aware of the updated technology and due to this reason; they are not comfortable with the new technology. The shift of health services from traditional to advanced negatively impacts the allocation of resources. Due to the outbreak of pandemic the online service facilities are incorporated in the healthcare organizations.
The poor knowledge of the digital technology of workers affects the whole communication system (Gallardo-Gallardo, Thunnissen & Scullion, 2020). The lack of employee engagement is affecting the health authorities to maintain collaboration with other workers.
The knowledge gap of the health practices is negatively impacting the regular activities of the healthcare sector. The lack of communication is a barrier for the healthcare industry as the patient party faces problems communicating with the hospital authority. For this reason, the healthcare system faces challenges regarding effective service to patients.
Conclusion
Healthcare organizations need to apply the ERP system for taking decisions quickly as the application of the ERP system in management provides fast results. ERP system saves time and it helps the management to decentralize the workload to other employees.
The service quality can be improved by incorporating the ERP system in the management and clinical support of the patients. ERP is beneficial for decreasing the operating cost and efficient service to the patients. It is effective for maintaining the confidentiality of patients and maintaining the safety of patients in the workplace.
The ERF is appropriate as it gives a clear idea regarding budgeting and planning. The health sector has to improve the workforce to increase the speed of work in the hospital premises and gain positive support from the investors.
The learning programs are necessary for the better knowledge of the workers and it is beneficial for their skill development. It is effective in allocating resources to the healthcare departments and improving the condition. In this way, the duties can be divided with the employees as per their skills and knowledge.
Besides, the healthcare professional also gets motivation from such a learning program for increasing proficiency in their respective work. The use of reward in the management boosts the employees in their work and it is beneficial for achieving the goal for the organization.
The limitation that can take place in the healthcare system is the application of updated technology in the health organization. In case change management is adopted in the health organizations then the administrative staff can face challenges due to lack of knowledge in digital technology.
The operational managers are responsible for engaging the employees in the workplace and motivating them in the work. The managers are not well-skilled to handle such a difficult situation. Hence, it is challenging to understand the managers regarding employee engagement and other policies.
A reward and recognition program is necessary for addressing the challenge of modern technology. In case this practice takes place in the management then the employees learn new technological methods for improving their competencies. For instance, the knowledge of ERP software empowers the managers for better supervision of work. Guiding the workers by allocating their job responsibility will be beneficial for the healthcare industry.
The HR managers need to hire employees who have knowledge of modern technology and are able to adopt new skills as per the situation. The human resource managers need to divide the workload as per the capability of workers and it will be helpful for better outcomes in the healthcare sector.
The employees need to improve their communication skills for achieving positive feedback from the patients. Both in the management and the outside of the organization communication play an important role in the achievement of success. The HR managers need to hire medical staff that is well versed with the medical policies and practices. It is beneficial for improving the reputation of the healthcare sector.
References
Al-Hanawi, M. K., Khan, S. A., & Al-Borie, H. M. (2019). Healthcare human resource development in Saudi Arabia: emerging challenges and opportunities—a critical review. Public health reviews, 40(1), 1-16. https://link.springer.com/article/10.1186/s40985-019-0112-4
Aremu, A. Y., Shahzad, A., & Hassan, S. (2018). Determinants of Enterprise Resource Planning adoption on organizations’ performance among medium enterprises. LogForum, 14(2). https://yadda.icm.edu.pl/baztech/element/bwmeta1.element.baztech-1d1677a2-5ada-4c9e-8709-f45dc608b569/c/Determinants_of_2018_2.pdf
Boselie, P., Van Harten, J., & Veld, M. (2021). A human resource management review on public management and public administration research: Stop right there… before we go any further…. Public Management Review, 23(4), 483-500. https://www.tandfonline.com/doi/pdf/10.1080/14719037.2019.1695880
Brouwer, W., van Baal, P., van Exel, J., & Versteegh, M. (2019). When is it too expensive? Cost-effectiveness thresholds and health care decision-making. https://link.springer.com/article/10.1007/s10198-018-1000-4
Drake, J. I., de Hart, J. C. T., Monleón, C., Toro, W., & Valentim, J. (2017). Utilization of multiple-criteria decision analysis (MCDA) to support healthcare decision-making FIFARMA, 2016. Journal of market access & health policy, 5(1), 1360545. https://www.tandfonline.com/doi/pdf/10.1080/20016689.2017.1360545
Dubé, M., Kaba, A., Cronin, T., Barnes, S., Fuselli, T., & Grant, V. (2020). COVID-19 pandemic preparation: using simulation for systems-based learning to prepare the largest healthcare workforce and system in Canada. Advances in Simulation, 5(1), 1-12. https://link.springer.com/article/10.1186/s41077-020-00138-w
Dukhanin, V., Topazian, R., & DeCamp, M. (2018). Metrics and evaluation tools for patient engagement in healthcare organization-and system-level decision-making: a systematic review. International journal of health policy and management, 7(10), 889. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6186472/
Fiaz, M., Ikram, A., & Ilyas, A. (2018). Enterprise Resource Planning Systems: Digitization of Healthcare Service Quality. Administrative Sciences, 8(3), 38. https://www.mdpi.com/2076-3387/8/3/38/pdf
Gallardo-Gallardo, E., Thunnissen, M., & Scullion, H. (2020). Talent management: context matters. https://www.tandfonline.com/doi/pdf/10.1080/09585192.2019.1642645
Hr.nih.gov 2021 Workforce Planning. Office of Human Resources. (2021). Retrieved 17 November 2021, from https://hr.nih.gov/workforce/workforce-planning.
Improvingphc.org 2021 Priority Setting. PHCPI. (2021). Retrieved 17 November 2021, from https://improvingphc.org/improvement-strategies/adjustment-population-health-needs/priority-setting.
Ingram, T. (2021). ScienceDirect.com | Science, health and medical journals, full text articles and books.. Pdf.sciencedirectassets.com. Retrieved 17 November 2021, from https://pdf.sciencedirectassets.com/282136/1-s2.0-S2212567116X00068/1-s2.0-S2212567116303331/main.pdf?X-Amz-Security
Irianis, N., Puspitasari, W., & Saputra, M. (2020). How to Create E-Purchasing Based on Open ERP for Integrated Hospital Service System Using Quickstart Methodology. International Journal of Innovation in Enterprise System, 4(02), 72-81. https://ijies.sie.telkomuniversity.ac.id/index.php/IJIES/article/download/78/101
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