Health care organizations have an immediate and direct impact on their patients’ quality of life. The human resources function plays a critical role in how the organization functions and how well its patients are served. In addition, whether a facility is for profit or not, a good proactive HR department can have a significant positive impact on resource allocation issues.

Employment Actions

The job of recruiting, selecting, and terminating employees is a core rsponsibility of any HR department. The face-to-face interview is a standard component of the selection process, and the nature of the work in health care facilities often dictates that additional testing be performed to assess candidates’ competency and integrity. This process must be fair and objective to assure the best results and shield the organization from legal repercussions. Good HR practices, especially clear communication of the organization’s expectations, can reduce the need for disciplinary terminations.

Compensation and Benefits

Costs in the health care industry continue to rise, in large part because of the cost of durable goods, medications, and compliance issues, but also because of compensation. Developing an equitable compensation program that is competitive with other providers is a constant challenge. Employee benefits represent a key component of compensation, and many organizations offer benefits that are relatively low-cost but serve as a valuable recruitment or retention tool.

Development and Training

HR management includes providing employees with ongoing training to keep pace with ever-evolving legal, regulatory and technological landscapes, as well as to improve the quality of patient care and achieve cost-cutting goals. While ongoing training helps meet organizational objectives, it also is a significant factor in employee motivation