News

Navigations for Leadership, LTD 347-254-6329 Article Date: October, 2008

View PDF Version

Roberta Jackson, SPHR, GPHR
Brooklyn's Progress,
October 2008

Human Resources for Healthcare
Industry demands require special considerations

Human Resources is what I refer to as one of the “portable professions”, as are IT and Finance.  As a HR professional I need little time to identify how HR integrates with each new business sector I consult to. The next step, even within the same industry, is acclimating human resources strategy to the individual company’s mission and vision and to its unique culture. Thus, the idea that “HR is HR” no matter where it is practiced.

The healthcare industry however brings challenges to human resources professionals that are different from other industries. How is the broad healthcare industry distinctive for HR professionals? The answer lies not in human resources, but in the unique qualities, needs and gifts of healthcare employees.

Healthcare is the combination of two fields: medical technology and care giving. Healthcare workers focus on using ever-changing technology to improve others’ lives. With the strong desire to help others, they have a genuine concern for the welfare of patients and clients, and the ability to deal with people of diverse backgrounds in stressful situations. Healthcare businesses encounter many of the same concerns as other types of organizations. However, some matters are exaggerated and some are unique.

The staffing challenges all industries realize is magnified in healthcare due in large part to the current shortage of nurses and more so to the special qualities required to work in this field. The hours of operation, often 24/7, 365 days a year, present scheduling challenges that are difficult to manage exasperated because arrangements are constantly shifting. Many workers work part time and numerous hold more than one job.

Scheduling is difficult for employees especially those who care for family members. They face difficult conflicts of juggling work and home life. Human resources must to find ways to help employees manage their professional lives so that home life is not adversely affected by work demands.

Ideally healthcare workers are delivering happy news and discovering cures. Realistically, especially with our aging population, they are delivering difficult news, working with people in pain, helping others deal with emotional hurt, and sometimes putting off the inevitable. This creates stressors that do not exist in other industries demanding that human resources be acutely aware and that specialized support services are available whenever needed.

Healthcare workers are driven from different, loftier, motivators than other employees. Although salary, benefits and perks are important, these are not the driving force for healthcare personnel – the people they care for are their inspiration. Therefore HR needs to be resourceful when creating retention strategies.

Human resources should consider, where appropriate, the following: on-site childcare; other reduced rate child care with longer hours of operation convenient to the workforce; flexible spending plans to reduce dependant care, health care, transportation and parking costs; negotiated fees for personal health services; 24/7 Employee Assistance Plan (EAP) services; on site parking / reduced fee parking; a fair shift bid system; on site weight management meetings; nutritional services and smoking cessation programs. These are just some ways HR can help.

Perhaps the most effective service for both the organization and employees is training for soft skills. Healthcare employees possess the skills to work with patients, in fact, often felt to be a special gift. However, they often experience difficulties dealing with co-workers and being productive team members. This dichotomy, not uncommon in the healthcare industry, has a simple remedy – training.

Training for stress management, successful communications, conflict resolution, relationship and team building are effective and welcome! I have written and led training for healthcare organizations and witnessed development in employee’s personal and professional lives. Also gained is a commitment to the corporate culture and an engaged and dedicated workforce.

When employees are working around the clock, so should the human resources staff by being available when employees may need them. Employee needs are constant and therefore so should be their support system. Human Resources is the thread that runs through and connects the organization.