What strategies should kch use to ensure

Reference no: EM133512970

Problem

Manage human resources considering leadership preferences, organization change issues, and ethical concepts in patient and family-centred care.

Detailed Case Study Information

Despite technological advancements, one cannot determine the importance of human resources in hospitals. The latest and modern technologies cannot substitute the contribution made by special staffing in the healthcare industry. Human Resources is a vital resource, a veritable sine-qua-non in healthcare. To err is human, goes the adage, probably suggesting that one need not make a big deal of mistakes committed. However, errors can prove exceptionally grave in healthcare, with fatal consequences for the patient. Hence healthcare staff should have the ability to follow implement safe and ethical practices with the highest level of technical competency. There are many challenges for the Human Resource Department of a hospital. A few of the critical challenges are discussed here.

Shortage of Workforce: The first and foremost challenge is identifying, recruiting, and retaining the required workforce. In healthcare, there is a shortage of talent and a trained workforce. In Canada, there is a vast gap between the demand and supply of the healthcare workforce due to the severe lack of beds and human resources. On the one hand, and compounds the situation further with a highly skewed infrastructural growth. Per the survey, by 2025, we need 7000 doctors, 80,000 nurses, and 50000 paramedics, with growth opportunities to do a healthcare business of $ 200 billion. It is a fact that we are struggling to meet the demand even for the current level of operations. The shortage of the workforce is due to various reasons. Many quality staff are being hired by hospitals abroad, causing scarcity and brain drain. Canadian healthcare employees seek overseas opportunities because of the poor pay scales. These factors contribute to the flight of local talent seeking greener pastures abroad. It is to be noted that it takes at least 7 years to train a doctor and at least 4 years to train a nurse to attain the expected level of service delivery after their professional degree. There are no shortcuts here. Any attempt at trying to shorten the gestation period would be highly detrimental.

When there is a shortage, it becomes necessary to have effective human resource strategies to achieve better outcomes. The HR personnel must act as coaches, mentors, counsellors, and identifiers of successors by promoting organizational ethics, values, culture, and beliefs.

Training and Retention of Employees: Apart from the challenge of having the right people for the right task, technological advancement warrants consistent training for maintaining the highest standards of medical excellence. Whether for accreditation, technology up-gradation, service customization, quality service delivery, or developing medical tourism, constant training and retraining of the employees is essential for aligning their skill sets with the organization objectives. A professionally trained and skilled workforce is necessary for running any hospital successfully. Once appropriately trained, retaining the workforce is also a considerable challenge confronting hospitals. Retaining talent is less expensive than hiring a new employee and training the employee to align one's skills with organizational needs. Developing a workforce is upgrading the skill set of the existing workforce, helping the staff acquire competencies and skills for their current and future roles.

Mentoring employees to take up more prominent positions within the company often helps unearth latent talents and abilities, benefitting individuals and the hospitals. This change will improve staff motivation and confidence to perform efficiently and effectively. I am the manager at KCH, and the board has requested me the input to address the situation.

1. What strategies should KCH use to ensure that its leadership is equipped with the skills and knowledge needed to provide excellent care?

2. How are those challenges affecting the safety of the patient? What happens if you ignore the challenges?

Reference no: EM133512970

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