Discussion: Recruitment
BUSI 646- Managing Human Capital in Healthcare
Recruitment
Healthcare Executive Compensation and Recruitment
In this week discussion we were tasked to review the efficacy and transparency of
executive salaries in Hospitals. Additionally, we were asked to look on the recruitment
methodologies that would be used to determine a structured or fair payment system as a board
member. If we look on the human resources needed at the C-Levels and Director levels, you will
find that many essential stakeholders in a healthcare organization are needed to ensure the
organization not only achieve their strategic goals but also remain financially viable in the
market place. Some of the stakeholders include Chief Executive Officers, and Chief Financial
Officer, Medical Leaders such as Chief Medical Officer, Director of Nursing, and Department
Heads (McConnell, 2021). Each of these groups contributes significantly to the financial and
strategic positioning of the organization (Kushan, 2017). Chief Executive Officers, is responsible
for the overall leadership and management of the organization.
The chief executive officers, generally have a greater understanding of the financial
impact of large budgets. They set the tone to what needs to be accomplished and how to allocate
the necessary resources to support the administrative and clinical staff. “Hospital chief executive
officers play a critical role in shaping the performance of their organizations through setting
organizational priorities, allocating resources, and hiring clinical leadership” (Joynt, Le, Orav, &
Jha, 2014, p. 61). Although all position in the healthcare organization is essential, the Chief
Executive officer holds a lot more responsibility and liabilities.
Other Determinants for Compensation
As a board of director of this organization looking at other aspects of the CEO hiring
process, besides comparing prior and other CEO’s salaries is important. This means, what are
some of the methodologies that will be employed to make such a decision. Some of these factors
include performance key metrics and their ability to influence those metrics. Moreover, the
assessment of patient and staff satisfaction are the essential key to understand if the expertise
would have a positive impact on the organization (Kushan, 2017). Boards may have an easier
time assessing patient satisfaction than other quality metrics, such as risk-adjusted mortality
rates, or may see patient satisfaction as a key measure of organizational performance and
marketability (Joynt, Le, Orav, & Jha, 2014, p. 65).
Chief Executive Officers are generally placed in positions to make seemingly impossible
choices and unpopular decision which may counter the decision of the board of directors or
against the medical director. With this said, these decisions are what they are paid for and
deciding what level of compensation this executive should have is a intricate task (Pynes &
Lombardi, 2012). Executive in public, not for profit, and for-profit organizations may process the
same level of responsibility, and administer similar size budget, and manage similar size staff so
the decision must be based on more than the average salary in the industry. CEO higher salaries
are justified by the level of responsibility and experience in the field. Moreover, some CEO are
looked on as superstars in the industry and are thus compensated for this status.
Conclusion
When we review the story in Matthew 25, (English Standard Version Bible, 2017), Jesus
tells the parable of the loaned money, and in verse 23 he emphasizes the reaction of the master
when he noticed that one of the servants had invested that was borrowed and made ten bags “His
master replied, ‘Well done, good and faithful servant! You have been faithful with a few things; I
will put you in charge of many things. Come and share your master’s happiness!”. We also saw
in Roman 12:2 (English Standard Version Bible, 2017), “Do not be conformed to this world, but
be transformed by the renewal of your mind, that by testing you may discern what is the will of
God, what is good and acceptable and perfect”, We must stop making excuses to avoid doing
what God has called us to do. If he is genuinely our master, we must obey willingly.
References
English Standard Version Bible. (2017). ESV Online. https://esv.literalword.com/
Joynt, K. E., Le, S. T., Orav, E., & Jha, A. H. (2014). Compensation of Chief Executive
Officers at Nonprofit US Hospitals. JAMA Internal Medicine, 174(1), 61-67.
Kushan, D. (2017). Healthcareis.com. Retrieved from HealthCare IS:
https://www.healthcareis.com/blog/how-to-identify-key-stakeholders-for-a-healthcare-it-
project
McConnell, C.R. (2021). Human resource management in healthcare (3rd ed.). Jones & Bartlett.
Pynes, J. E., & Lombardi, D. N. (2012). Human Resources Management for Health Care
Organization: A Strategic Approach. San Francisco: Jossey-Bass.
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