Key Determinants of Human Resource Management in Hospitals: Stakeholder Perspective
Author:
Buchelt Beata Irma1, Frączkiewicz-Wronka Aldona2, Kaminska Renata3
Affiliation:
1. Cracow University of Economics, Faculty of Economics and International Relationships, Department of Human Capital Management, Cracow , Poland 2. University of Economics in Katowice, Department of Public Management and Social Studies, Katowice , Poland 3. SKEMA Business School – Université Côte d'Azur (GREDEG), Nisa , France
Abstract
Abstract
Over the past decade, theoretical and empirical research on the various aspects of human resources (HR) within the healthcare (HC) sector has grown extensively due to its′ strategic importance in the sector. There is a visible tendency among researchers to pursue an effective human resource management (HRM) strategies, methods, and tools. Countries implement policies which should increase the amount and competences of employees within healthcare. Providers of HC services (i.e. hospitals) tend to enforce modern HRM solutions adapted from business organisations to attract, retain and develop HR. However, these seem not be as effective as they could (Hyde et al., 2013). Because of this, authors approached a researched reality from the point of view of a contextual paradigm, assuming that HRM solutions to be effective should match the reality of HC providers (Pocztowski, 2008). The aim of the research was to detect determinants which might influence the management of medical personnel in hospitals and identify the possible strength of these determinants so a more adjusted organisational and human resource management strategy could be elaborated. The list of possible determinants of hospital operations as the result of meta-analysis was elaborated. The list created the basis for interviews conducted among stakeholders and experts. Respondents were asked to appraise the factors with the usage of numerical scale considering their influence on medical personnel management in hospitals (physicians, nurses and others). In total, there were 28 interviews completed. The general conclusion which can be drawn from the analysis of these data is that hospitals should reorient their HRM practices in such the way that not only the quantitative but also the qualitative aspect of performance would be properly handled. This paper draws from HRM theory (contextual approach), stakeholder theory, and healthcare management theory, adding new insight to each in the context of the HC sector. Identification of most important factors which influence hospitals could allow the providers to elaborate HRM strategy adjusted to external circumstances.
Publisher
Walter de Gruyter GmbH
Subject
Management of Technology and Innovation,Industrial and Manufacturing Engineering,Strategy and Management,Management Information Systems
Reference43 articles.
1. Abraham, J., Sick, B., Anderson, J., Dehmer, C., & Tufano, A. (2011). Selecting a provider: What factor influence patients’ decision making. Journal of Healthcare Management, 56(2), 99-115. 2. Armstrong, M., & Taylor, S. (2016). Zarządzanie zasobami ludzkimi [Human Resource Management]. Warszawa, Poland: Wolters Kluwer. 3. Bartram, T., Casimir, G., Djurkovic, N., Leggat, S. G., & Stanton, P. (2012). Do perceived high performance work systems influence relationship between emotional labour, burnout and intention to leave? A study of Australian nurses. Journal of Advanced Nursing, 68(7), 1567-1578. doi: 10.1111/j.1365-2648.2012.05968.x 4. Borrill, C., West, M. A., Shapiro, D., & Rees, A. (2000). Team working and effectiveness in health care. British Journal of Health Care, 6(8), 364-371. doi: 10.12968/bjhc.2000.6.8.19300 5. Boselie, P., Paauwe, J., & Richardson, R. (2003). Human resource management, institutionalization and organizational performance: a comparison of hospitals. International Journal of Human Resource Management, 14(8), 1407-1429. doi: 10.1080/0958519032000145828
Cited by
6 articles.
订阅此论文施引文献
订阅此论文施引文献,注册后可以免费订阅5篇论文的施引文献,订阅后可以查看论文全部施引文献
|
|