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The Human Resources (HR) Department of a large hospital comprises skilled professionals who have qualifications and/or knowledge and skills regarding the effective management of staff employed by the hospital. Human resources management takes a strategic approach to maximise employee performance with the goal of meeting the organisation’s strategic objectives (Bilevičienė et al., 2015). A clinical/professional problem exists at the Max Hospital in Gurugram, namely, there are insufficient appropriately trained healthcare staff to meet the healthcare needs of citizens and the strategic objectives of the organisation.
The shortage of appropriately trained healthcare staff in economically developing nations such as India can be attributed to low levels of healthcare education (Motkuri et al., 2017). In India, as in other developing nations, there is also the loss of skilled healthcare staff to developed nations, such as Australia. The healthcare workers migrate to abroad for employment, due to the unemployment or lack of training and recruitment in India. International healthcare markets provide new communication technologies with electronic access, training, and recruitment, that works as attraction for Indian healthcare workers to move in developed nations (Walton-Roberts et al., 2017). Two important HR issues in health care organisations are the recruitment and retention of appropriately trained healthcare staff. There needs to be an organizational and professional commitment from the HR department to address the healthcare skills deficit, along with a training and skills development program for current healthcare staff (Rao et al., 2016). This project proposal presents about the education strategy for the HR professional staff at Max Hospital in Gurugram along with a training and skills development strategy for the current healthcare staff. This proposal includes a background to the issue, followed by the aim and objectives of the project. A critical literature review of the research evidence for best practice in recruitment and retention of healthcare staff is provided. A timeline for the project is included.
The quality and reliability of health services highly depends on the human resources (HR) who distribute the services. This study evaluates the professional issues and challenges faced by the HR staff at Max Hospital in Gurugram, which is one of the best clinical hospital in Northern India. This is one of the biggest hospitals in Gurugram, New Delhi that focused to provide medical excellence with the use of advance technologies in healthcare sector. This hospital has large staff that consist of 2300+ doctors, 30+ specialist, and 6600+ trained staff along with 5 lakhs+ patients across 130 countries. They provide various healthcare services such as cancer, cardiology, cosmetic surgery, gastroenterology, gynaecology, neurology, organ transplant, orthopaedics and bariatric surgery. They have 74 bedded healthcare facility equipped with an endoscopy unit, Radiology and pathology diagnostics and other support specialties.
Healthcare staff at Max Hospital face challenging clinical situations in their everyday work role, these challenges are due to shortage of staff, lack of skilled healthcare staff and difficult working conditions. Shortage of staff is currently due to the emerging situation of COVID-19, as most of the staff is engaged to deal with the infected patients. Moreover, recently two patients admitted at Max for cardiac treatment had also tested positive for this infectious virus, which is causing difficulties in working conditions of healthcare staff. Due to these ongoing difficulties healthcare staff show a lack of commitment and team spirit, and there is low retention of healthcare staff. In terms of the HR Departments impact on staff recruitment and retention, there is inadequate assessment of an individual at time of recruitment, inadequate performance appraisal and inadequate reward and recognition for their work. The clinical/professional problem at Max Hospital is therefore identified as a lack of organizational and professional commitment from the HR department to address the healthcare skills deficit, particularly in terms of recruitment and retention strategies.
The aim of the project is to develop an evidence-based education strategy for ongoing skill and knowledge development of the HR professional staff at Max Hospital, Gurugram. Towards this end, this project seeks to address the following objectives:
The focus of the study is to address the clinical issues emerging in HR workers in healthcare sector and preventive measures to facilitate learning among healthcare individuals. The scope of this study is limited for a particular organization as the research will only be focusing on healthcare sector in Gurugram.
Bilevičienė, T., Bilevičiūtė, E., & Paražinskaitė, G. (2015). Innovative trends in human resources management. Economics & Sociology,8(4), 94-109. doi:10.14254/2071-789x.2015/8-4/7
Motkuri, V., Vardhan, T., & Ahmad, S. (2017). Quantity and quality of human resources in health care: Shortage of health workers in India. IDEAS Working Paper Series from RePEc, IDEAS Working Paper Series from RePEc, 2017.
Rao, K.D., Shahrawat R., & Bhatnagar, A. (2016). Composition and distribution of the health workforce in India: estimates based on data from the National Sample Survey. WHO South-East Asia Journal of Public Health, 5(2).
Walton-Roberts, M., Runnels, V., Rajan, S. I., Sood, A., Nair, S., Thomas, P., . . . Bourgeault, I. L. (2017). Causes, consequences, and policy responses to the migration of health workers: Key findings from India. Human Resources for Health,15(1). doi:10.1186/s12960-017-0199-y
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