The workforce is an important asset to an organization and a positive work environment ensures the delivery of good quality services. But managing the workforce in healthcare institutions is a daunting task due to emergency rush and quick response time. Sometimes the workforce suffers from depression due to heavy workloads and also poor sleeping habit due to misbalance between extra work shifts and personal life (Webb, 2019). Innovative management strategies are needed to replace conventional management strategies to improve the quality of life at the workplace for the workforce. Also, several challenges are relevant to workforce management within a healthcare environment. So managers in the healthcare systems need to be more efficient to manage the nurses and other staff as every second is crucial in healthcare systems. Also, an additional problem of the increase in the aging population of nurses poses a big challenge to retain the present workforce in the present setting.
Also, due to increasing migration of the healthcare professionals and caregivers in search for better work prospects with the latest technology and financial security is a major challenge. So the challenge of managing the transnational diversity in the healthcare workforce is an additional problem in managing the workforce.
Systems like these require a significant amount of support from management to motivate adoption among the employees who will be using them.
HR professionals need to be aware that systems like these are becoming increasingly prolific in the industry. It’s also important to note that the functional roles of the human resources department in healthcare may include the implementation of new training within their organization.
Managing the workforce is a critical issue in leading a change in the way in which healthcare institutions operate( Fritzen S. A.,2007) and regulate transparency in their working frameworks.
Also, it is important to build patient trust that the workforce engaged in their care is skilled and don't engage in unethical and wrong practices.
In addition to this, it is important to ensure the satisfaction of the workforce in terms of financial security and confidence in their manager in difficult situations.
The application of a workforce management strategy requires a practical and strategic approach to manage the conflicting situations that arise in a healthcare setting in terms of workforce management. A strategic approach to resolve the challenge of emotional intelligence and to reduce the burnout is to acknowledge the workforce. Also, managers need to develop a skill of emotional intelligence to develop an understanding with the workforce and be able to understand their emotional burst out and burnout and avoid any confecting situation. Also, it is important to make the workforce feel appreciated for their efforts and also their role in the development of the organization. The employees of the healthcare settings should feel the authority in their workplace with a clearly defined designation. In lack of a feeling of authority and responsibility towards the workplace, the workforce feels useless and perceive that they are not an important asset of the organization. As person-centred care is the current notion of the healthcare systems for patients, same way employee centred care is important to avoid any harsh feelings of being a liability for an organization
Technological advancements also help to prevent the workforce from getting engaged in any unnecessary migration. In addition to this proper training helps to ensure a feeling of career development (Jaeger et al, 2018) for personal growth along with financial security due to proper training investment.
Recognition strategies along with training programs are the best solution for managing the workforce in the healthcare setting.
Workforce management is the most important task for the proper working of healthcare institutions. In lack of proper management, the employees feel unrecognized and useless for the organization that negatively affects their services and hence the patient care. So proper strategies (Girot & Albarran, 2012) for managing workforce are required to make the employees feel empowered as well as they should have the authority of decision making for a benefit if the organization.
The proper management and investment in workforce ensure transparency in the frameworks along with clearly defined work roles for the manager as well the workforce.
Girot, E., & Albarran, J. (2012). Sustaining the education workforce in healthcare: Challenges for the future. Nurse Education Today, 32(1), 32-38. https://doi.org/10.1016/j.nedt.2011.01.009
Webb, P. (2019). Managing Today’s Workforce to Meet Tomorrow’s Challenges. Frontiers Of Health Services Management, 35(4), 3-10. https://doi.org/10.1097/hap.0000000000000057
Ghiasipour, M., Mosadeghrad, A. M., Arab, M., & Jaafaripooyan, E. (2017). Leadership challenges in health care organizations: The case of Iranian hospitals. Medical journal of the Islamic Republic of Iran, 31, 96. https://doi.org/10.14196/mjiri.31.96
Cogin, J., Ng, J., & Lee, I. (2016). Controlling healthcare professionals: how human resource management influences job attitudes and operational efficiency. Human Resources For Health, 14(1). https://doi.org/10.1186/s12960-016-0149-0
Fritzen S. A. (2007). Strategic management of the health workforce in developing countries: what have we learned?. Human resources for health, 5, 4. https://doi.org/10.1186/1478-4491-5-4.
Jaeger, F. N., Bechir, M., Harouna, M., Moto, D. D., & Utzinger, J. (2018). Challenges and opportunities for healthcare workers in a rural district of Chad. BMC health services research, 18(1), 7. https://doi.org/10.1186/s12913-017-2799-6
Harlos, K. P., & Axelrod, L. J. (2008). Work mistreatment and hospital administrative staff: policy implications for healthier workplaces. Healthcare policy, Politiques de sante, 4(1), 40–50.
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