Health Information Management of Strategic Resource

Question: Discuss about the Health Information Management of Strategic Resource. Answer: According to Mondy Martocchio (2016), among the various business sectors existing in Australia, the health industry is recognized as one of the most rapidly advancing sections. Based on the census data, it is noted that there has been a significant increase not only in the number of patients admission but also the in the employee structure of hospitals. In addition to focussing on serving the society in the best possible manner, hospitals simultaneously concentrate on their business and management development as well (Tung, 2016). Further, one of the emerging topics that successfully gained attention from the managers is the aspect of human resource management (HRM). As compared to the any other capability enhancing feature, the HRM not only tend to affect decision making but also various concerns like employee development, engagement, services to patients and many others (Kramar, 2014). The case study helps to understand the difference in the two hospitals and their individual atte ntion towards human resource management. Additionally, the study also allows understanding the effect of a well organized HR system in an organization as well. As per the case study, it is seen that the first hospital has a comparatively poor and unplanned HR management. Despite, having a taskforce of around 400 staff members, the hospital has no particular HR department or a HR manager. Moreover, although there are several HR functions in the organization and the CEO is in-charge along with an external supervise to monitor the performance levels, the absence of well-developed HRM affects the hospital as a whole. Analyzing the prevailing situation of industrial disputation, poor turnover ratios, staff complaint and absenteeism increments there are several recommendations that can be made. Operating in the Australian market, the hospital is also confronted with a increased degree of competition. The management of the organization with a motive to serve the public in a better manner focuses on developing the human resource framework on a large scale basis. In order to develop business conditions, it is important that the not only the staff members but also the managers are educated about the topic and its role in building up the economy of the organization. As stated by Bileviciene, Bileviciute Parazinskaite (2015), it is only through a rise in literacy and knowledge levels by which the internal stakeholders can effectively organize and plan the setting up a HR department in the business framework. Further, it is suggested that authority delegation will also prove to be fruitful in this aspect. According to Lu et al., (2015), recruitment of a highly qualified and experienced HR manager in the hospital will serve as the first step towards strengthening the system. Concerning the employment structure, the process of recruitment also needs to be a huge concern for the hospital. Moreover, actions like defining business goals, mission spreading and letting the people know about the firm`s expectancy levels will significantly help in building up a efficiency workforce (Pudelko, Reiche Carr, 2015). It is suggested that a creation of various involvement, motivation and morale enhancing programs in the organization will assist in developing a pool of talent and HRM as well. Additionally, a reconstruction of communication levels is also recommended for the first hospital. As opined by Leggat Balding (2013), the existence of a clear and transparent contact channel will lead to free flow and exchange of ideas. Furthermore, a culture oriented environment creation is also emphasized for the benefit of the hospital. Being dispersed geographically across Australia, the cultural aspects tend to be a crucial aspect that affects decision making. Like every other business, the first hospital also has its individual perception of cultural and traditional aspects. It is suggested that the HR manager act as a backbone to the department by implementing beneficial leadership and mentoring skills. In the words of Susomrith Brown (2013), among the various factors the participative style is recommended in the hospital for ensuring a high active and involvement level. Also, a rise in positivism in the hospital environment will benefit the staff members and the patients. It is noted that a consideration of individual perspectives will increasingly contribute towards solving disputes, job dissatisfaction, poor communication and further lower complaint levels. Further, collaboration between the CEO, HR manag er, supervisors and the staff members will noticeably contribute in developing a strong based human resource system in the first hospital (McGraw, 2014). More importantly, a modernization of training and development structure is also recommended for the hospital. As per the case study, the employees of the organization are highly unaware of the HR system, its role in business development and hence disregard the tool as a whole. As stated by Rogers et al., (2016), it is noted that setting up of an efficiency enhancing mechanism will not only help in individual capabilities but also business competency. Further, it is suggested that the senior managers help staff members to assess their personality, skills and perception towards the firm. It is through a proper prospering of individual skills which facilitate innovation and creativity in the hospital. With a delegation of authority based on their personnel abilities, the taskforce tends to work in a more efficient manner (Trebble et al., 2014). In addition to assessing qualities and proficiency, the training programs lend a hand towards the employees in performing in a better way. Reviewing the case study, it is inferred that the first hospital has no existing technological plant that help to carry out HR functions. It is recommended that the management of the organization focus on integrating a analytical and issue dissolving framework. Further, the automation of services will also help in smoothening recruitment, screening and selection processes. According to Townsend et al., (2012), the use of hi-tech mechanisms will greatly in improving communication, accessibility and the HRM system as a whole. The use of electronic system tends to mitigate errors, save time and serve as a cost effective tool. Moreover, data monitoring and tracking also helps in developing human resource practices in the first hospital. Providing the managers with analytical information, the mechanisms have a higher degree of acceptance. It is noted that along with attending towards enhancing capabilities, technology fastens and smoothen HR systems (MohebbiFar, Shams Javadi, 2012). As per the case study, there has been a considerable rise in complaints, disappointment level and further accidents that involve patients and employees. An increment in inefficiency of the existing HR model has lead to the increment in negativities in the first hospitals. It is important that the organization take into consideration various suggested changes to be able to regain health and serve Australia in a better manner. In the modern world, like every other business sector, hospitals also focus on developing a sustainable HR capability not only to perform in a developed manner but also to secure long term gains (Malambe Bussin, 2013). It is noted that there exist several feature that greatly contribute in building up competency levels of the human resource department in an organization. As per the case study, the integration of a HR polices and presence of HRM in the second hospital enabled it to operate on a much larger scale. Being divided into an individual department, there is a presence of positivity all across the business framework. Additionally, the appointment of a HR manager has also allowed fruitfulness of several activities. Reviewing the case study it is inferred that there exist various major characteristics that help in building up HRM competency in hospitals. Operating in the developed nation of Australia, firms are confronted with a high degree of competition. Apart form analyzing the workplace, managers actively involved in learning and building up factors that help in developing a sustainable human resource system (Floyd, 2012). It is noted that the aspect of HR not only affects decision making, but also determines success of a hospital. Further, the several factors that help in building up a highly effective HR department are taken into consideration by the managers of the second hotel. Further, the aspect of employee lifecycle and absenteeism also tends to play a major role in developing a sustainable HR system in the hospitals. It is noted that a stronghold HR system focuses on the staff development from the initial level of recruitment to guiding them in carrying out very function in the organization (Boella Goss-Turner, 2013). In addition to motivating the staff members, businesses tend to concentrate on providing a positive workplace environment to them as well. As per the case study, an increase in being absent from work exerts a direct pressure on the business performance and also the employee structure. On the other hand, being present at work not only helps to breakdown the work pressure and lethargy levels, but also benefits the HRM system as a whole (Susomrith Brown, 2013). It is noted that among the various performance indicators, the employee and human capital turnover proves to be one of the most contributing factors. As opined by Sharma Goyal (2013), characteristics like full time employment, sales salary ratio and other similar points are taken into consideration by the management to build a sustainable HR department. An increased volume of work and engagement levels significantly helps in achieving targets in the hospital. Moreover, the installation of automation system also helps in detecting errors which tends to be a huge concern for the hospital. According to Abdelhak, Grostick Hanken (2014), in order to develop a stronghold HR system, the managers increasingly focus on mitigating errors as well by acting as a helping hand to the staff members. Additionally, a check is also kept on the individual performances of the employees. An increase in the abilities of the taskforce will lead to a downfall in accidents involving the patients and staff s. It is noted that the cultural and attitudes of the employees and the patients also help in building up of a sustainable HR system. Moreover, managers in the modern world tend to pay higher degree of attention to the corporate values, traditions and perceptions of patients to be able to enhance performance. According to Pudelko, Reiche Carr (2015), a consideration of the fluctuating elements leads to a rise in employee and stakeholder satisfaction. With a motive to serve the people in a much better way, the HR department is responsible for carrying out several functional operations. Based on the case study, it is inferred that positive work environment and higher levels of engagement ensures fruitfulness of the HR department. Further, the attitudes and perspective of the patient also influences the HR system. It is often that the management of a hospital actively take part in understanding the staff member`s merit, objectives, expectations and thereby lends a helping hand towards them (Mondy Martocchio, 2016). On the other hand, a creation of HR polices also helps the visitors to understand the motives of the hospital and further develop a certain level of expectation as well. Apart from the various key factors that affect development of a sustainable HR capability, complaint handling and compensation plays a vital role. According to Malambe Bussin (2013), it is noted that a good amount of pay scale develops a certain level of sense of importance among the staff members. Moreover, incentive and promotional schemes also increasingly contribute towards ensuring a sustainable HR development in the hospital. Also, the remuneration tends to decide job performances, skill building and work time span as well. Concerning Australia, like every other business firms, hospitals also face an increased level of rivalry. The payroll of the hospital tends to decide the success of its employees, the company and further the HR department. On the other, complaint handling also tends to be a vital aspect in deciding the sustainability of a HR system. Employees and patients tend to look up to the human resources to solve their issues (Kramar, 2014). Additionally, a rational management of problems noticeably helps the organization as well. Being related to trust factors, clarity and transparency, issue solving plays a crucial role in building up of a sustainable HR capability. References Abdelhak, M., Grostick, S., Hanken, M. A. (2014).Health information: management of a strategic resource. Elsevier Health Sciences. Bileviciene, T., Bileviciute, E., Parazinskaite, G. (2015). innovative trends in human resources management.Economics Sociology,8(4), 94. doi:10.14254/2071-789X.2015/8-4/7 Boella, M., Goss-Turner, S. (2013).Human resource management in the hospitality industry: A guide to best practice. Routledge. Floyd, P. (2012). The new key role in hospital leadership-VPPS.Physician Executive,38(5), 38. Kramar, R. (2014). 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