Discuss two or three of the major shifts that have occurred in managerial theories and concepts pertaining to the evolution of human resources. Describe specific actions that human resources departments are responsible for regardless of the type of organization.

QUESTION

Write a paper of 1,000-1,500 words that addresses the following:

1. Discuss two or three of the major shifts that have occurred in managerial theories and concepts pertaining to the evolution of human resources.
2. Describe specific actions that human resources departments are responsible for regardless of the type of organization.
3. Select one of the following a health care settings: hospital, community care, transitional care, home care, and primary care. Describe theories and principles that should be incorporated within this setting and justify those selections with specific supporting examples. Consider the health care setting characteristics that would inform your decision making.

Include three to five references to support your position.

Prepare this assignment according to the APA guidelines.

Reading Material

– Health Organizations Theory, Behavior, and Development

Description:

Johnson, J. A. (Ed.). (2009). . Sudbury, MA: Jones and Bartlett Health organizations: Theory, behavior, and development Publishers. ISBN-13: 9780763750534

-Management Principles for Health Professionals

Description:

Liebler, J. G., & McConnell, C. R. (2017). . Burlington, MA: Jones and Management principles for health professionals Bartlett Learning. ISBN-13: 9781284081329

ANSWER

 Evolution of Managerial Theories in Human Resources and Their Application in a Health Care Setting

Introduction

The field of human resources (HR) has witnessed significant shifts in managerial theories and concepts over time. This essay will discuss two major shifts that have occurred in managerial theories related to the evolution of human resources. Additionally, it will describe specific actions that HR departments are responsible for in any type of organization. Furthermore, it will focus on the application of theories and principles in a health care setting, specifically the hospital, considering the unique characteristics of such a setting.

Shifts in Managerial Theories in Human Resources

From Personnel Management to Human Resource Management

One significant shift in managerial theories is the transition from traditional personnel management to a more strategic and integrated approach known as human resource management (HRM). Personnel management focused primarily on administrative tasks, such as hiring, payroll, and compliance with employment laws. HRM, on the other hand, recognizes employees as valuable assets and emphasizes their development, engagement, and alignment with organizational goals. It involves functions such as talent acquisition, performance management, training and development, and employee relations. This shift acknowledges the importance of HR in driving organizational success through effective people management.

 From Compliance to Strategic Partner

Another major shift in managerial theories is the transformation of HR from a compliance-driven function to a strategic partner. Traditionally, HR departments were primarily responsible for ensuring compliance with labor laws and regulations. However, with changing organizational dynamics and increasing recognition of human capital’s strategic value, HR has become a strategic partner in driving business performance. HR professionals now actively participate in strategic planning, aligning HR practices with organizational objectives, and leveraging human capital to gain a competitive advantage. This shift emphasizes the importance of HR in shaping organizational culture, fostering innovation, and enhancing employee engagement.

Responsibilities of HR Departments

Regardless of the type of organization, HR departments are responsible for several key actions. These include:

Workforce Planning: HR should collaborate with organizational leaders to determine current and future workforce needs, identify skill gaps, and develop strategies for recruitment, retention, and succession planning.

Talent Acquisition: HR is responsible for attracting, sourcing, and selecting qualified candidates through effective recruitment strategies and processes, including job postings, interviews, and background checks.

Training and Development: HR should design and implement training programs to enhance employees’ skills and knowledge, ensuring they are equipped to perform their roles effectively and grow professionally within the organization.

Performance Management: HR plays a crucial role in establishing performance evaluation systems, setting goals, providing feedback, and recognizing and rewarding employees’ achievements. It is responsible for fostering a performance-driven culture.

Employee Relations: HR is responsible for managing employee relations, including conflict resolution, disciplinary actions, and fostering positive work environments. It also ensures compliance with labor laws and regulations.

Application of Theories and Principles in a Hospital Setting

Within a hospital setting, several theories and principles should be incorporated to ensure effective HR management. Some key theories and principles are:

 Job Design Theory: Job design involves structuring roles and responsibilities to enhance job satisfaction and productivity. In a hospital setting, implementing job design theories, such as the Job Characteristics Model, can help create meaningful and motivating roles for healthcare professionals. By considering aspects such as skill variety, task identity, and task significance, hospitals can promote job satisfaction and reduce turnover among their employees.

Transformational Leadership: Transformational leadership theory emphasizes inspiring and motivating employees to achieve their full potential. In a hospital setting, adopting this leadership style can foster a culture of innovation, collaboration, and patient-centered care. Transformational leaders encourage and support their teams, leading to improved employee satisfaction and better patient outcomes.

Employee Engagement: Employee engagement theories and practices are vital in healthcare organizations to ensure high-quality patient care and employee well-being. Implementing strategies to measure and enhance employee engagement, such as regular feedback sessions, recognition programs, and opportunities for professional growth, can positively impact employee morale and job satisfaction.

Conclusion

The field of human resources has experienced significant shifts in managerial theories, transitioning from personnel management to human resource management and from compliance-driven functions to strategic partners. Regardless of the organization type, HR departments are responsible for key actions such as workforce planning, talent acquisition, training and development, performance management, and employee relations. In a hospital setting, incorporating theories and principles such as job design theory, transformational leadership, and employee engagement can improve HR practices, enhance employee satisfaction, and ultimately contribute to better patient care outcomes.

References:
1. Dessler, G. (2019). Human Resource Management (16th ed.). Pearson.
2. Mathis, R. L., & Jackson, J. H. (2019). Human Resource Management (16th ed.). Cengage Learning.
3. Armstrong, M., & Taylor, S. (2017). Armstrong’s Handbook of Human Resource Management Practice (15th ed.). Kogan Page.
4. Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Addison-Wesley.
5. Bass, B. M., & Riggio, R. E. (2006). Transformational Leadership (2nd ed.). Psychology Press.