ipl-logo

Hcp In Healthcare

1356 Words6 Pages

Human Resource Management (HRM) established in early 20th century, it is an integrated set of roles, functions, components, decisions, systems and processes in the whole system that meet the needs and support the work performance of all stakeholders to accomplish organizational goals (Hassani, Mobaraki, Bayat, & Mafimoradi, 2013). In healthcare system, HRM is a vital management of different kinds of clinical and non-clinical staffs who are responsible for public and individual health intervention (Kabene, Orchard, Howard, Soriano, & Leduc, 2006). However, the problem of recruitment and retention of healthcare professionals (HCP) are challenging the HRM of healthcare which would lead to inadequate healthcare services in a country (Kadam et al., …show more content…

It is an extrinsic motivation to influence the willingness of HCP to exert and maintain an effort towards attaining organizational goals (Mathauer & Imhoff, 2006). The HCP with low salaries are found de-motivated because their income is insufficient to meet their basic needs and their families (Henderson & Tulloch, 2008). The use of financial incentives such as high salaries, and performance payments could compensate HCP who works in rural areas because it was understaffed and creating additional work burdens for those who stay (Wurie, Samai, & Witter, 2016). Also, incentives should be given according to HCP’s life stage, such as age group and level of experience. It is because they have different job preferences that necessary to meet their needs (Honda & Vio, 2015). It could be applied for retaining an ageing workforce to promote continuity of care, and retain more experienced HCP in the workforce. The experienced HCP would act as role model among young HCP, and pass their knowledge and skills to them and subsequently improve the quality of healthcare services. They would decide to stay in the organization because of familiarize of working culture and appreciated, and they might not be able to get high salaries in other organizations due to high competition. However, more money does not indicate higher motivation. Therefore, additional retention strategies for HCP should be …show more content…

N., Marchant, T. C., & Bygbjerg, I. b. C. (2006). Improving motivation among primary health care workers in Tanzania: a health worker perspective. Human Resources for Health, 4(1), 1-7. doi:10.1186/1478-4491-4-6
Mathauer, I., & Imhoff, I. (2006). Health worker motivation in Africa: the role of non-financial incentives and human resource management tools. Hum Resour Health, 4, 24. doi:10.1186/1478-4491-4-24
Shemdoe, A., Mbaruku, G., Dillip, A., Bradley, S., William, J., Wason, D., & Hildon, Z. J.-L. (2016). Explaining retention of healthcare workers in Tanzania: moving on, coming to ‘look, see and go’, or stay? Human Resources for Health, 14(1), 1-13. doi:10.1186/s12960-016-0098-7
Willis-Shattuck, M., Bidwell, P., Thomas, S., Wyness, L., Blaauw, D., & Ditlopo, P. (2008). Motivation and retention of health workers in developing countries: a systematic review. BMC Health Services Research, 8, 247-247. doi:10.1186/1472-6963-8-247
Wurie, H. R., Samai, M., & Witter, S. (2016). Retention of health workers in rural Sierra Leone: findings from life histories. Human Resources for Health, 14(1), 1-15.

Show More
Related
540 Words | 3 Pages

Background statement: Heritage Valley Medical Center has had a wonderful reputation for providing excellent health care services to their community. Initially, their community was 80% Caucasian, 40% African American, and 5% Hispanic. However, in the last 5 years, the population has changed to more minorities and the whites have moved out to the suburbs. This caused the Center’s occupancy rate to go down 40% because many of their traditional, more affluent, private-pay patients had left the neighborhood. To bring in revenue, they campaigned to bring in more Medicaid patients.

Read More
91 Words | 1 Pages

Hi Health Tap Team, Firstly, I appreciate that Health Tap Team has been working on my case. In my letter I wrote for Health Tap on , I required a 198 dollar refund. I received $99, but there is still $99 remaining Health Tap Team has not refund me. I have been looking forward to receiving entire $198. If there is any reason that Health Tap could not refund the remaining $99, I would love to know.

Read More
359 Words | 2 Pages

I would like to study an HNC in Care & Administrative Practice because I feel that this course gives me the best route into the NHS, and where I aspire to take my career. I have looked at many courses, with the content, structure, and placement opportunities that come with this course, I am sure this is the one for me. I’ve had a strong interest in the healthcare since starting secondary school. As I became more involved in current affairs and politics, health has always been a big issue. As the Health & Social Care industries become one in Scotland, I believe that now is a very exciting time to get on board.

Read More
1162 Words | 5 Pages

Healthcare organizations (HCOs) face a number of difficulties within its organization each day, including patient acquisition and patient retention. It is commonly believed that getting individuals to their healthcare facility is the most challenging aspect that HCOs face. Of course, new patient acquisition could be a challenge without an efficient marketing strategy, but the challenge does not stop there. One of the biggest challenges for many practices today is maintaining a high patient retention rate. Pushing a patient from a one-time-visitor to becoming a frequent visitor of a specific healthcare organization involves much more effort than expected.

Read More
1153 Words | 5 Pages

Furthermore Reward loyalty and mentoring program by offer monetary incentives for longevity, as well as for experienced nurses who provide mentoring program to new hires. Focus on orientation also important for staff retention by consider extending the length of orientation and personalizing it to meet the individual needs of new

Read More
1027 Words | 5 Pages

I will apply both monetary and non-monetary incentives; financial incentives will be the monthly salary (ICN, 2007) and the non-financial incentives like working autonomous, work recognition, career development support as well as mentoring and couching structure. Mixing the incentives plays a crucial function in public health professional behaviour as well as the result of both individual and collective incentive packages as shown by Atambo, (2013) in his study findings as supported by Lee and Chen, (2011). However the bias in this case is in concurrence with (Nolan, 2012 and Priyce et al., 2011) that have shown that non-monetary incentives prove to be more effective tools in the workplace than the monetary incentives. Through non-monetary incentives it’s possible to link individual employee to the organisation objectives for them to own their assigned jobs, (Lee and Chen, 2011).

Read More
331 Words | 2 Pages

Another solution to increase the amount of motivation within the employees would be adding flexible work arrangements. Flexible work arrangements allow the employees to feel a sense of choice, empowerment, and control. When the employees feel as if their voices are being heard, they gain a sense of power and importance within the workplace. “The benefits of flexible work arrangements include high levels of job satisfaction and reduced job stress” (Newstrom, 2015).

Read More
1002 Words | 5 Pages

1.1.7 Challenges of Implementing HACCP Although the food manufacturing sector and large firms in catering and hospital sector in many countries have adopted HACCP and implemented its various guidelines, revelations by Griffith et al. (2010) was that there are concerns when it comes to HACCP implementation in smaller organizations such as hospitals. Consequently, a number of scholars have doubted its efficiency and reported various potential reasons for the reduction in HACCP efficiency and failures. The analysis of challenges faced in HACCP implementation revealed that elements such as management commitment, competence and knowledge, planning, training, resources, human resources and documentation were the main challenges identified. Each of these elements was ranked based on their effect on the efficiency of HACCP (Kassa et al. 2010).

Read More
817 Words | 4 Pages

For the sake of our research, we will focus on the external and interjected regulation of motivation which emphasizes strongly the external contingencies of reward and punishment. Financial rewards are seen to be very instrumental factors in forming part of extrinsic forms of autonomy, thus fulfilling or improving the financial factor for both permanent staff and supporting staff members may prove to have some significant effects on their overall levels of job satisfaction, happiness and wellbeing (Parlalis, 2011,

Read More
1075 Words | 5 Pages

The word Motivation is derived from a Latin word “Movere” which exactly means to move they defined motivation as “the individual’s desire to demonstrate the behavior and reflects willingness to expand effort”. We can divide motivation into extrinsic and intrinsic motivation. Extrinsic motivation states external factors, such as salary and benefits, promotion disciplinary action, these factors can affect immediately and powerfully, but it will not essentially last long. Intrinsic motivation denotes internal factors, for example job satisfaction, responsibility, freedom to act, scope to use and develop skills and abilities and challenging work and opportunities for development. Intrinsic motivators are related with “quality of working life” can

Read More
1876 Words | 8 Pages

• Ensure that the time accrued by current employees and ensuring that the “legacy” employees are compensated as of the time the new policy took effect. • Require all locations to have a backup /cross training plan in place for employees/floaters. 4. Findings and discussion It was determined that one of the top benefits of attracting a new candidate and/or retaining a current employee is the benefits in which a company offers.

Read More
1275 Words | 6 Pages

INTRODUCTION Human resource management is the strategic approach to the management of an organization 's most valued assets - the people working there who individually and collectively contribute to the achievement of the goals of the business (Armstrong, M., 2006). In other words, human resource management is a to work with employees, and for the employees, to help them solve their problems. Therefore, human resource is a complicate department, as they deal with people who already work there, they also deal with several issues which happen among new employees, such as recruitment, selection and so on. Nowadays, employee retention becomes one of the most significant issue in the organizations, and managers are aiming to find the best employees

Read More
979 Words | 4 Pages

Ability to get motivated of what I do is my major drive, I drive my satisfaction from working to make sure I provide the best care for my patients and ensuring to answer all their question when possible while referring others to my senior colleagues. Having everything especially materials resources to carry out daily activity is also that another form of motivation which has enabled the registered nurses to feel satisfied at their jobs. Also the ability to balance between work and life helps me stay motivated all day, working eight hours a day for 5 days in a week helps me to plan my activities to suit my working schedules and still have a lot of time to study and attend to other personal things. The workplace being healthy helps to motivate staff also to achieve a common goal, since all the staff have a good interpersonal relationship, the workplace becomes very convenient and makes working together as a team more profitable and productive by rendering the best healthcare services in the region.

Read More
775 Words | 4 Pages

Motivation is essential for a group as well as an organization. In the eyes of the leader of organization McDonald’s, authorizing and inspiring staff members to do the best in their job and they’re capable of helps create job satisfaction, lowering gross revenue in an industry that has a standing for stimulating its employees. In addition, a glad, stable workforce not just conveys better customer service; it is likewise more compelling at building deals and attracting repeat business. There are five concentrate benefits of employee motivation which Mc Donald’s approached at: 1. Improved Productivity 2.

Read More
1383 Words | 6 Pages

In this conceptual paper, the author has attempted to bring out some employee retention approaches, which have developed over a period of time, in the industrial and Internet era. Retention strategies for knowledge workforce, for achieving competitive advantage are also highlighted. In the concluding part, some critical guidelines for developing a retention strategy by an organization are mentioned.” “Mullich and Joe (2005), has reported on the human resource strategies employed to retain employees and reduce training cost. It is found that establishment of employee engagement teams plays an important role in employee

Read More

More about Hcp In Healthcare

Related Topics

Open Document