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HRM Metrics in Healthcare Organizations

 

HRM metrics and measurements can be powerful in showing areas where healthcare organizations can improve and better meet the needs of the organization, employees, and patients or customers. HRM metrics can also help provide meaningful data to help make better decisions and changes.

 

How should an HR department of a healthcare organization measure its effectiveness? For example, if job satisfaction has improved among nursing staff, how would you isolate the effect of HRM policies or programs from the effect of other organizational and external factors?

Which of the commonly used HRM metrics would you, as an HR manager of a healthcare organization, use? Why? Use an organization as an example and briefly describe it.
How should HRM metrics be used to measure the success of the HR department’s goals related to improving the performance indicators of the entire organization?

Sample Solution

Everyone is looking for perfect balance in life as this can be the key to a healthy living. Reaching the top of the corporate ladder rapidly by sacrificing quality family time and working too much can have a heavy negative impact on family life. However in today’s competitive world, one has to concentrate on improving professional career to be able to financially support his family.

Due to the current skill shortages faced by both Australia and New Zealand and the prospect of an ageing workforce, it is now imperative for organisations to embrace work/life balance practices to attract and retain talent, not only from traditional sources but also from untapped and diverse social groups (Cohen et al, 2002). These social groups can often demand greater attention to work/life balance: working mothers, mature workers and some minority groups.

It is imperative that organisations ensure that they not just encourage but mandate a practical and workable work/life balance policy, meeting the needs of both the organisation and its employees to stay competitive in market. And importantly, organisations can expose themselves to increasing numbers of dissatisfied and unproductive employees by not providing real opportunity for employee work/life balance. So it is important to realise that creating a work/life policy structure is not enough; development of an organisational culture that supports the use of available policies is also of great importance (Bratton, 2003).