Human Resource Management for Nurse
Administrators
After completing this module, students will be able to:
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Understand the roles and responsibilities of Human
Resource management
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Identify challenges to Human Resource
management
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Explain why Strategic Human Resource
Management is critical for organizations
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The healthcare industry is labor intensive
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There is variability in professional practice related to the
skills and competency of individuals and among employees
in various professions that provide a service
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Factors that influence performance include:
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Recruitment and selection
Training and development
Appraisal
Compensation
Employee Relations
Environmental/organizational issues
Strategic human resources management (SHRM)
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Comprehensive set of managerial activities and
tasks related to developing and maintaining a
qualified workforce
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The workforce contributes to organizational
effectiveness, as defined by the strategic goals
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Human Resources managers must identify the
critical links between organizational and HR
strategies
Methods for Hiring Competent People
Determine requirements for positions
 Recruit and select qualified people
 Train and develop employees to meet future organizational
needs
 Provide adequate rewards to attract and retain top
performers
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These functions are influenced or constrained by the
environment, the organizational mission and
strategies pursued, and organizational systems
Human Resource issues are as relevant to managers as
they are to the HR department
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Staffing the organization
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Designing jobs
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Building teams
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Developing employee skills
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Identifying approaches to improve performance and
customer service
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Rewarding employee success
Healthcare organizations can gain a competitive
advantage by effectively managing their human
resources
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Differentiation-Knowledge and skills not available
to competitors
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Improved efficiency and effectiveness
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Human resources are organized so employee
talents can be combined and deployed as needed
Organizations achieve competitive advantage when:
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Strategic Human Resources Management encourages
proactive rather than reactive behavior
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Company goals are explicitly communicated
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The organization focuses on the gaps between the current
situation and a vision of the future
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Line managers are involved in the human resources planning
process
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Human resource opportunities and constraints are identified
in implementing strategic plans
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Environmental assessment is crucial to effective Human
Resource Management
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Changes in the legal and regulatory climate, economic
conditions, and labor market realities mean healthcare
organizations face constantly changing threats
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Current trends affecting the healthcare environment include:
 Increasing workforce diversity
 Aging of the workforce
 Labor shortages
 Changing worker values and attitudes
 Advances in technology
The Strategic Human Resource Management process
starts with identification of the organization’s purpose
and mission
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Purpose- reason the organization exists
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Mission- specifies how the organization tends to
manage itself to fulfill its purpose
An analysis is done of the organization’s strengths,
weaknesses, opportunities, and threats
(SWOT analysis)
Organizations formulate strategy at three levels:
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Corporate strategy- set of strategic alternatives an organization
uses as it manages its operations
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Business Strategy- set of strategic alternatives an organization
uses to compete in a particular industry or market
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Functional strategy- considers how an organization manages its
major functions such as marketing, finance, and human resources
Human Resource departments must recruit and train
the many qualified employees needed to implement
the organizational strategies
Human Resources departments must develop
strategies to respond to the organization’s needs
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Staffing strategy- determine future HR needs, recruit
qualified applicants, select appropriate applicants
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Developmental strategy- training employees to provide high
quality performance and service
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Compensation strategy- rewarding employees for servicemay choose to pay a premium to highly talented individuals
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Workforce compensation- must be responsive to a
diversified workforce with evolving needs
Organizational outcomes and performance are
impacted by the effectiveness of the HR process
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Growth
Profitability
Competitive advantage
Legal compliance
Strategic objective attainment
Key stakeholder satisfaction
The mission and objectives of the organization are
reflected in the services it offers, the HR approaches it
uses, and the outcome measures it views as important
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Strategically managing Human Resources is critical
to the viability and success of any healthcare
organization
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HR must be integrated and aligned with the
business strategy
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Healthcare organizations designed as “best to work
for” have a competitive advantage
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Healthcare organizations need to determine how to
best manage HR functions