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As a healthcare or physician leader, no resource is more vital to your department—or, indeed, your organization as a whole—than your human capital. In today's competitive career marketplace, utilizing strong recruitment techniques goes hand in hand with understanding the latest legal policies and labor practices. The process of selecting quality employees requires managers to go through six distinct phases before hiring. Orientation, training, and performance appraising are all activities managers engage in to develop strong employees. Turnover and termination compel managers to continually engage in the hiring and training process. Managers who respond appropriately to office conflict and politics shape a more productive workplace for themselves and their staff members.

Meeting Today's Human Resource Demands

People, in all of their diversity, are essential in healthcare organizations. No one's talents can be wasted in the quest for high performance or greater efficiency. In principle, at least, the following slogans say much about the importance of the human beings that make up today's organizations:

  • People are our most important asset.

  • It's people who make the difference.

  • It's the people who work for us who determine whether our healthcare organization thrives or languishes.

The basic building blocks of any high-performance healthcare organization are talented workers with relevant skills and great enthusiasm for their work. One manager summed up the situation as such: “If you hire the right people … if you've got the right fit … then everything will take care of itself.” As depicted in Figure 3–1, ensuring that you are doing all that you can to make all of your staff members meet their top potential by playing to their strengths is the starting point for maximizing staff performance.


Climate components for building staff.

Human Resource Management

Human resource management (HRM) involves attracting, developing, and maintaining a talented and energetic workforce to support organizational mission, objectives, and strategies. In order for strategies to be well implemented, workers with relevant skills and enthusiasm are needed. The task of human resource management is to make workers available.

  • Attracting a quality workforce involves human resource planning, recruitment, and selection.

  • Developing a quality workforce involves employee orientation, training and development, and career planning and development.

  • Maintaining a quality workforce involves management of employee retention and turnover, performance appraisal, and compensation and benefits.

Additionally, human resource management must be accomplished within the framework of government regulations and laws. All managers are expected to act within the law and follow equal opportunity principles. Failure to do so is not only unjustified in a free society, but it can also be a very expensive mistake resulting in fines and penalties.

The American legal and regulatory environment covers human resource management activities related ...

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