HRMT20024

Assessment 2-Reviewing the Literature

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 1. Article1

Full Reference of the Article[ CITATION Bre14 \l 1033 ]

Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R.-J., & Beek, S. v. (2014).

HRM and its effect on employee, organizational and financial outcomes in health care

organizations. Human Resources for Health, 1-10.

Objective and Research Question

Aim of this article is to address multi-directional aspect of performance and associate it with

HRM practices and their outputs. Through this article researchers aim to contribute to the

literature by linking HRM practices to three output dimension i.e. financial, organizational and

employee outputs. It even aims to evaluate how HRM practices impact these output facets, by

concentrating on intervening feature of job satisfaction. This paper aims to address the research

question as mentioned: to what degree are HRM exercises in health firms associated to multi-

level output facets.

Method

This study applied ideal dataset, established on ActiZ standard which is a standardized research

carried in Dutch health facilities. Information from autumn 2010-2011 were evaluated. Overall

162 firms participated during this duration i.e. around 35% of entire Dutch heath care firms.

Staffs inputs were gathered by using questionnaire where around 61,061 care professional

participated in study and response rate was 42%. Heath care professional were examined

utilizing client quality protocol through stratified sampling. SEM evaluation was carried out to

examine hypothesis.

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Findings and Discussion

The findings of study disclosed elementary idea that HRM and attainment within care sector are

related. The SEM framework presented that HRM is explicitly or inexplicitly related to outputs.

When firms demonstrate better HR practices in accordance to their workforce then this is linked

to higher client fulfilment, less sickness leave and improved net margins, with context to

organizational and HRM results the hypothesis relating to moderating effect of work fulfilment

is affirmed. This is synced with outlook that staffs behaviour is significant element between

HRM and performance and study demonstrated favourable relation between staff fulfilment and

customer fulfillment as if staffs are fulfilled with their tasks, they are likely to act towards

patients in manner that produce good encounters[ CITATION Bre14 \l 16393 ] . A larger use of

extensive HRM practices results to higher fulfilled staffs and this higher fulfilment reflect over

patient and health care service users as fulfilled health care professionals will do more for them,

hence fulfilled workforce are less likely to call in sick than less fulfilled staffs. Moreover

application of HRM practices is even associated to enhance financial results, organizational

result and human resource outputs. The implication of HRM exercises on HRM outputs and

institutional results evidenced considerably more than their implication on monetary results.

Further, with context to HRM and institutional results, hypothesis emphasizing overall

moderating influence of work fulfillment are affirmed.

Conclusion

Findings of this article clearly emphasize the relevance of HRM particularly for HR and

institutional results that affects satisfaction of staffs as well as keeps them motivated to deliver

best clinical efforts. Moreover evaluation of HRM in health industry will turn out to be high

yielding attempt for researchers and HR supervisors.

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How this Article will contribute to my Essay 3

Contribution clearly presented significance of HRM and demonstrated that HRM practices can

generates valuable distinction, particularly for human resources and organizational results by

driving financial outcome and staffs fulfilment levels at work. Thus this article emphasized the

manner HRM practices can be exploited to drive in higher levels of motivation in staffs,

enhanced performance which can benefit both firms and staffs.

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Article2

Full Reference of the Article [ CITATION Yue18 \l 1033 ]

Xiao, Y., Husain, L., & Bloom, G. (2018). Evaluation and learning in complex, rapidly changing

health systems: China’s management of health sector reform. Globalization and Health,

1-7.

Objective and Research Question

Most of the countries has historically utilized numerous mechanism to promote learning from

innovation and emerging policy practices to improve their largely changing health system. Policy

evaluation is considerably turning into a method utilized to investigate into emerging practices

and inform iterative policy reform in management of health sector. This article aims to evaluate

case of central policy research institute whose directive involves examining amendments and

offering suggestion to ministry. These assessment strategies utilized are progressing in nature as

researchers are turning to extended professionalized health system environment and seeks to

respond to rising complicacy of reforms. Article argued that learning from extensive innovation

and experimentation in context of Human resources in health system is challenging but essential

for rapid changing systems. The research question aims to explore the role of government and

CNHDRC in promoting system level learning from distributed HRM policy application in

context to prompt changes.

Method

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The research has followed the case study method performed by CNHDRC to demonstrate the

manner utilization focused evaluative outlook was applied as a change administration technique.

In the case studies sanctioned by health authority of Country goal was to investigate

development in execution (success or failures) and to learn from emerging HRM practices to

carry out reforms as guidance for national policy making in health sector.

Findings and Discussion

The findings revealed the significance of utilization oriented approach to the assessment in

country administration of experimental reform process in health system. The policy framework

in country is attributed by compelling degree of preference over execution divisions which are

front line administration of several health reforms[ CITATION Yue18 \l 16393 ]. As presented by

case study, compact evaluator-user interchange exerts a significant part in rapidly transmitting

efficacious HRM exercises, involving different shareholder and sanctioning frequentative

systemic learning. The researchers presented that this is one section of administering for

development of HRM context in complicated health care system and has possibility for

discovering different initiatives to insure external reliability. The case studies revealed dynamic

demand from national policy makers and manner scholar are examining with advanced HRM

tactics in examination of complicated health system amendment while establishing on original

evaluation repository applied by state.

Conclusion

Thus it can be summarized that as reform in health system continues, it can be expected that

rising investment in assessment of complicated reforms will need huge capacity to create new

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institutional relation in context to HRM policies to likely build a space for innovation and to

promote learning to improve their largely changing health system.

How this Article will contribute to my Essay 3

Article has contributed to contemplating HRM context in relation to health system to continue

reform in practices and policies which will drive learning and enhanced management in rapidly

transforming health systems. These reforms and upgradation will help to attract and retain staffs

by encouraging positive learning and satisfaction.

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Article3

Full Reference of the Article [ CITATION Mos13 \l 1033 ]

Mosadeghrad, & Ferdosi. (2013). Leadership, job satisfaction and organizational commitment in

healthcare sector: proposing and testing a model. Materia socio-medica, 121-126.

Objective and Research Question

Very few research and literature works are available that associates relation between manager’s

leadership attitude and staffs job fulfilment and organizational dedication. These researches were

mostly performed in Western nations and restricted to health environment, nonetheless where

employment relations and organizational commitment were explored, leadership attitude of

manager was not examined, as such this research paper targets to conquer this loophole by

exploring these variables in section of hospitals in Iran. The research question of this article

focuses to recognize how leadership attitude can be applied to influence staffs to attain improved

organizational outcomes.

Method

This cross sectional research was carried out utilizing self-administered questionnaire that was

disseminated amongst 814 hospital staffs and managers in Isfahan University Hospital, Isfahan,

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Iran through a stratified random sampling. The data collected for this study was analyzed using

the SPSS method.

Findings and Discussion

This research disclosed a favourable co-relation amid employment relation and organizational

commitment and presented that fulfilled staffs had greater level of organizational dedication,

which supported the hypotheses. The findings were consistent with finding of other past research

works in health care sector, nonetheless some studies demonstrated negative relation between job

fulfilment and dimension of organizational dedication which is in contrast to the findings of the

current article studied. These varying outcomes may be due to difference in culture and

application of various instruments to measure commitment. Further the study presented that

staffs with greater occupational positions reported better employment relation and fulfilment and

can be associated to having control over their job, better decision making attitude, higher

payments and benefits, altogether related to better industrial relation and recognition. The

research also presented that there is relevant negative association between education level of

staffs and commitment, so education was found to have inverse association [ CITATION Mos13 \l

16393 ]. Moreover the findings presented that assertive leadership approach of supervisors was

participative technique and health professional were comparatively fulfilled with tasks and

dedicated to firms. Payment, benefit, industrial relation and working circumstance were best

forecaster of work fulfilment amongst health care staffs. Leadership, work fulfilment and

dedication were interconnected and leadership attitude of supervisors presented 28% and 20% of

variation respectively.

Conclusion

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The research cleared up spontaneous association of work fulfilment and dedication and

highlighted vital character of leadership in staffs fulfilment and dedication, however participative

administration is not often suitable leadership technique, hence supervisors should choose

suitable technique in accordance to organizations culture and employment relations.

How this Article will contribute to my Essay 3

The paper contributed to enhanced understanding of industrial relations between authorities of

health care firms and care professionals and contributed to my knowhow of strong job fulfilment

and commitment as influencing elements to boost employment relations and organizational

results. It will also contribute to leadership approach of supervisors and health professional to

fulfil needs of tasks and dedicated commitment for improved delivery of services.

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Article4

Full Reference of the Article

Elarabi, H. M., & Johari, F. (2014). The Impact of Human Resource Management on Healthcare

Industry. Asian Journal of Management Sciences & Education , 1-13.

Objective and Research Question

Insufficient research works that covers themes of HRM on quality of health provision can impact

growth and improvement approaches in health care sector of any nation and in absence of

adequate studies in this domain overall performance of hospitals may weaken. As such this

article aims to evaluate the primary studies that discussed contributions of HRM and seeks to

find out common element of past studies with context to HRM. Further the study aims to explore

the influence of HRM practice on the quality of health provision as referred to past literature.

The research question investigated in this study is to identify the influence of practicing HRM to

attain patient fulfilment and quality of services.

Method

This study is based on continued academic research studies and descriptive evaluation to offer an

overview of HRM in healthcare sector in existing condition. As such the article is conceptual in

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characteristics and analytical method is being applied to give account to role and efficaciousness

of HRM in common and influence of HRM on quality of services. Data and inputs are gathered

from library database, reputed journal both national and international.

Findings and Discussion

The findings revealed that efficacious HRM has robust influence on healthcare quality and in

improving attainment of hospital’s workforces and presented requirement to measure

performance of the supervisors of HRM division with health care firms before commencing

performance growth procedure along with continued advancement and training for employee’s

attainment. The study even depicted that actual human resource planning in non-governmental

health sector in region of Gaza presented that firms do not involve professionals in planning

procedure of workforce adequately and that the influential contemplation of administrative

structure regulation within the procedure of human resource planning is featured by absence of

clarity, along with poor professional experience in manpower planning and that authorities

encouragement for the procedure of human resource planning was inefficacious [ CITATION

Has14 \l 16393 ]. The findings of study suggested to prepare plans and clear vision in professional

and systematic manner to expand human resources in hospital with the requirement to include

staffs in the planning of human resources to become part of their perspective and their work and

to support them to practice work in a professional sound and motivate to commit to hospitals.

The study even suggested to build separate division for personnel matter in health firms and

utilize external competence to determine needs of human resources in health firms.

Conclusion

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The administration of human resources is vital to sanction fulfillment of efficacious and efficient

medical service delivery and to attain patient fulfilment, so article concluded that HRM has

strong influence on health care quality and most of the literature presented the significance of

HRM to attain objectives of health firms.

How this Article will contribute to my Essay 3

The paper contributed to understanding of HRM practices and their importance in health sector

which will help further to build clear strategic goals to direct improvement in the management of

staffs with successful practice of HRM. It even adds to drive performance of care professional

through regular training so as to improvise quality of provisions as well as build inspired and

highly competent staffs who can be retained.

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Article5

Full Reference of the Article [ CITATION Vas14 \l 1033 ]

Srinivasan, V., & Chandwani, R. (2014). HRM innovations in rapid growth contexts: the

healthcare sector in India. The International Journal of Human Resource Management,

1505-1525.

Objective and Research Question

HRM scholars have presented that fast growing firms encounter HR challenges that widely

varies from their less growing rivals and these involve obtaining and holding primary talent and

accommodating perception of staffs as the firm extends in size and scope. Nonetheless there is

shortage of research work that explores HRM difficulties experienced by fast developing firms in

vigorously emerging industries within growing economies, specifically in health care sector.

Hence aim of this article is to seal this shortage by evaluating HR concerns experienced by fast

developing firms in health sector. The research question being explored is how have healthcare

firms functioning in vigorous and emerging sector within country governed their HRM

difficulties created.

Method

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Current research paper utilized a qualitative approach as this authorized researchers to gain in-

depth contemplation of conception and encouraged inquiry into how and why research question

on primary HR concerns in health sector. Primary data was collected through in-depth interview

with senior management such as CEO and HR authorities in chosen firms along with

stakeholders included in health service delivery. Secondary sources of information through case

studies, report from print and media were integrated to support primary data as required.

Findings and Discussion

The literature revealed significant highlight on relevance of HRM in context to recognizing,

recruiting and retaining dedicated and competent human capital and demonstrated clearly that

HR challenges of rapid emerging firms varies importantly from their less developing rivals. The

rising economies with their large growth scores seem to be particularly susceptible to certain HR

challenges such as developing talent pipeline, appealing and retaining key talent and building

high performing culture etc.[ CITATION Vas14 \l 16393 ] . The complexities of talent administration

are specifically critical in economies, where demand for high potential HR surpasses supply. The

findings indicated that health sector needed extensive HR intervention specifically in domain of

education, training and development of resources, further encouraging both private and public

firms to rely extensively to improve capacity development initiatives at institutional and regional

level.

Conclusion

The study identified certain challenges emerging from corporatization of health care firms and

new evolving business models being utilized in health care delivery. Certain complexities are at

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sectoral level that needs policy intervention while rest are at institutional level requiring hybrid

strategies to HR to encourage this sector to innovate and close gaps.

How this Article will contribute to my Essay 3

The paper provided an insight into health sector to recognize HR challenges, so this will help in

future to improve specific needs of this sector to support development of talent as well as service

delivery by encouraging intervention specifically in domain of education, training and

development of resources to build capacity.

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