Heath care HRM operates within a challenging environment and the future of HR management in healthcare must focus on the trends specific to delivery of healthcare and the prevailing changes will have a profound effect on HR functions. The dynamic and unpredictable nature of the healthcare field due to it being influenced by changes in all societal aspects such as immigration, economy, popular culture and politics makes it necessary that awareness is created on how to approach the future (Bratton & Gold, 2012).
Worldwide healthcare systems have increasingly focused on human resource management which represents system inputs, consumable human resources and physical capital that comprise of both clinical and non-clinical staff for health intervention. Arguably, dramatic changes in health care influence the system inputs, skills, knowledge and motivation of the individuals responsible in delivering health services (Dowling, 2008). Due to the dynamic nature of human capital, it is critical that it is handled managed differently from other forms of capital.
The number and cost of health care consumables are on the rise which has phenomenally increased the cost of health care. Expenditures have a great influence on hiring and sustainability of an effective health system. A practice that finds the appropriate balance of sufficient workforce that has the ability to practice efficiently and effectively is necessary in order to face the uncertain future.
Another critical concern that affects the future approach to HR management is the differences in size, distribution and composition of a country`s health care workers. The ever changing cultural dynamics, economic and social-demographic factors will also play a critical role in defining how future HR management practices are handled (Dowling, 2008). An understanding of the changes in socio-demographic elements such as ageing population is important planning for the future changes in HR management. Also, workforce training mechanisms play a critical role in defining the future approach to HR management.
It is also imperative that I understand the cultural and geographical factors in facing the ever changing healthcare systems. In the rural area, the demand and supply of the human resources is greatly influenced by cultural and political values which can change any time. The issues need to be addressed since they can influence the approaches take to face the uncertain future in healthcare HR management.
Emerging technologies such as healthcare information systems, imaging and telemedicine make great impact healthcare personnel. Generating new types of positions and roles requires preparedness and finding the right workforce to fit the future unpredictable job type more especially in the rural areas will make need proper structuring and eventual function of the healthcare delivery mechanisms. Information technology is poised to redefine the face of HR and its impact can be dramatic since it automates routine functions, enhances decision making, speeds response time, and improves the customer service (Wager, Lee & Glaser, 2009). These issues need tailored focus since they can equip me in approaching the future HR management needs in the rural area.
The context of managing healthcare organizations is constantly changing and the areas of technology, globalization, and workforce composition define the ever changing trends in healthcare. In order to succeed in this venture, an understanding of the trends and changes in HR management is very critical since it can help one to confidently approach the uncertain future. Constant reviewing and evaluation of the external and internal environment affecting healthcare delivery is needed in order to respond to change taking place in the society. Since all the healthcare needs are eventually delivered by the people, an effective and competitive HR management will play a critical role in the success of the health care facility.
References
Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave
Macmillan.
Dowling, P. (2008). International human resource management: Managing people in a\
multinational context. Cengage Learning.
Wager, K. A., Lee, F. W., & Glaser, J. P. (2009). Health care information systems: a practical
approach for health care management. John Wiley & Sons.
