HR is the foundation of an organization’s success. HRM focuses on achieving corporate objectives through the effective management of people in organizations. It examines the link between people, satisfaction, and productivity. Effective HRM results in a higher quality of work life, higher productivity, and an improved readiness for change. The role of the HR manager has become more ambiguous, shifting in the direction of a business partner, an employee champion or advocate, and a catalyst of change, while being focused on strategic leveraging of human capital.

This week, you will learn about the importance of HRM in an organization’s strategic planning process. You will also examine the challenges in the healthcare industry that can threaten the success of HR strategic initiatives in an organization’s overall plan. The week will provide you with an opportunity to explore the various issues affecting the provision of healthcare and identify the role of HRM in relation to those issues.

Your Learning Objectives for the Week:

  • Explain the importance of the HR function in healthcare organizations in terms of strategic planning.
  • Assess the legal environment affecting HRM in healthcare settings.

Text Book information….

Flynn, W. J., Mathis, R. L., & Jackson, J. H. (2015). Healthcare Human Resource Management (3rd Edition). Cengage Limited. https://digitalbookshelf.southuniversity.edu/books/9781305840669 

MHC6306 Week 1 Lecture, Discussion, and Project Instructions

Page | 1

Nature and Challenges of Healthcare HRM

Healthcare organizations need to be agile to be able to quickly meet demands. A change-ready organization can quickly adapt to changing circumstances. It can respond instantaneously to changing customer demands. It innovates rapidly and immediately tailors services to customer needs. It can also integrate employees, customers, and suppliers to share knowledge and skills. An HR professional’s job is to create an organization that constantly builds its capacity through building the capacity of the people it employs.

Since all healthcare facilities are ultimately delivered by and to people, a strong understanding of HRM issues is required to ensure the success of any healthcare organization.

Research on the relationship between healthcare in the United States and HRM reveals three major problems:

Rapidly escalating healthcare costs
A growing number of Americans without healthcare coverage
Challenges regarding the standard of care
These problems have significant consequences. Therefore, the role of the HR professional has to change from a set, systematized structure to one that is more adaptable, resilient, quicker in changing direction, and customer centered. This can be achieved only if the organizational hierarchy of the healthcare organization is effective and efficiently managed.

There are several types of healthcare organizations. Each has unique challenges, depending on its services, size, and location.

In this lecture you learned about the basic concepts of managing a healthcare organization. In the next you will explore the hierarchy of positions related to the size of an organization.

Resources:

Bondarouk, T., Bos-Nehles, A., & Hesselink, X. (2016). Understanding the congruence of HRM frames in a healthcare organization. Baltic Journal of Management, 11(1), 2.

Hierarchy of Positions in Healthcare

Every healthcare organization has a different organizational setup. There is no single hierarchy of positions that suits all needs. The hierarchy of positions depends majorly on the size of the healthcare organization. A large healthcare organization may have a complex hierarchy system, while a small healthcare organization might have a simple and flexible hierarchy system.

Depending on the size of the healthcare organization, HR professionals may have overlapping responsibilities. In large organizations, the HR generalist, the manager, and the director have clearly defined and separate roles, with progressively greater authority and responsibility in the hands of the manager, the director, and, ultimately, the vice president, who may lead several departments.

Due to globalization, resources are now being shared more than ever, though they are not always distributed e

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Human Resource Management in Healthcare Organizations

©2014 South University

Organizational Hierarchy

Given below is the description of various hierarchical levels in a healthcare organization.

 Board of Directors: The board of directors of a healthcare organization includes the
decision makers and stakeholders of the organization. The main task of the board of
directors is strategic planning.

 Administrative Services: This department manages the complete administration and
running of the healthcare organization. The department includes the chief executive
officer, the vice president, and other departmental heads.

 Information Services: This department provides services of information and
documentation. The department includes the front desk, admission, billing, record
keeping, and human resources.

 Therapeutic Services: This department provides services of healing. The department
includes physicians, nurses, and the pharmacy.

 Diagnostic Services: This department diagnoses illnesses. The department includes
diagnostic laboratories, imaging, and emergency services.

 Support Services: This department provides services to the entire healthcare
organization. The department includes supply, housekeeping, transportation, and
maintenance services.

9/21/21, 7:49 AM Rubric Assessment – MHC6306-Human Resource Management in Healthcare Organizations SU01 – South University

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Print RubricSUO Discussion Rubric (80 Points) – Version 1.2
Course: MHC6306-Human Resource Management in Healthcare Organizations SU01

Response
No Submission
0 points

Emerging (F-D: 1-
27)
27 points

Satisfactory (C: 28-
31)
31 points

Proficient (B: 32-35)
35 points

Exemplary (A: 36-
40)
40 points

Criterion Score

Quality of Initial

Posting

/ 40No initial posting exists
to evaluate.

The information provided

is inaccurate, not focused

on the assignment’s topic,

and/or does not answer

the question(s) fully.

Response demonstrates

incomplete

understanding of the

topic and/or inadequate

preparation.

The information provided

is accurate, giving a basic

understanding of the

topic(s) covered. A basic

understanding is when

you are able to describe

the terms and concepts

covered. Despite this

basic understanding,

initial posting may not

include complete

development of all

aspects of the

assignment.

The information provided

is accurate, displaying a

good understanding of

the topic(s) covered. A

good understanding is

when you are able to

explain the terms and

topics covered. Initial

posting demonstrates

sincere reflection and

addresses most aspects

of the assignment,

although all concepts may

not be fully developed.

The information provided

is accurate, providing an

in-depth, well thought-

out understanding of the

topic(s) covered. An in-

depth understanding

provides an analysis of

the information,

synthesizing what is

learned from the

course/assigned readings.

Participation
No Submission
0 points

Emerging (F-D: 1-
13)
13 points

Satisfactory (C: 14-
16)
16 points

Proficient (B: 17-18)
18 points

Exemplary (A: 19-
20)
20 points

Criterion Score

9/21/21, 7:49 AM Rubric Assessment – MHC6306-Human Resource Management in Healthcare Organizations SU01 – South University

https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=406870&evalObjectType=5&userId=4901&viewTypeId=3&rubricId=6574&gr… 2/4

Participation
No Submission
0 poi

9/21/21, 7:51 AM Rubric Assessment – MHC6306-Human Resource Management in Healthcare Organizations SU01 – South University

https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=415120&evalObjectType=1&userId=4901&viewTypeId=3&rubricId=251902&… 1/3

Close

Print RubricMHC6306 Week 1 Project Rubric
Course: MHC6306-Human Resource Management in Healthcare Organizations SU01

Criteria
No Evidence
0 points

Unsatisfactory
4 points

Satisfactory
8 points

Proficient
12 points

Exemplary
15 points

Criterion Score

Includes all

assignment

components and

meets graduate

level critical

thinking. A

purpose

statement is

identified for the

response.

/ 15

Integrates and

understands

assignments

concepts and

topics.

/ 15

Student did not

submit assignment

Work minimally

meets assignment

expectations. No

purpose statement

is provided.

Assignment meets

some expectations

with minimal depth

and breath. Purpose

statement is vague.

Assignment meets

most of

expectations with all

components being

addressed in good

depth and breadth.

Purpose statement

is present and

appropriate for the

assignment.

Assignment meets

all expectations with

exceptional depth

and breath. A

comprehensive

purpose statement

delineates all

requirements of the

assignment.

Student did not

submit assignment

Shows some degree

of understanding of

assignment

concepts.

Demonstrates a

clear understanding

of assignment

concepts.

Demonstrates the

ability to evaluate

and apply key

assignment

concepts.

Demonstrates the

ability to evaluate,

apply and integrate

key assignment

concepts.

9/21/21, 7:51 AM Rubric Assessment – MHC6306-Human Resource Management in Healthcare Organizations SU01 – South University

https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=415120&evalObjectType=1&userId=4901&viewTypeId=3&rubricId=251902&… 2/3

Total / 50

Criteria
No Evidence
0 points

Unsatisfactory
4 points

Satisfactory
8 points

Proficient
12 points

Exemplary
15 points

Criterion Score

Synthesizes,

analyses, and

evaluates

resources to

apply concepts

in the

assignm