Diversity of the healthcare workforce, healthcare globalization, use of technology, focus on teamwork in
patient care, integrated delivery systems (IDS), pay for performance model, and use of social media as a
communication tool are all current trends in healthcare that will affect healthcare human resource
management (HRM). Discuss in detail (based on current research) the impact of 1 of the above noted
trends on the healthcare industry and the current initiatives or strategies formulated to confront the
trend of your choosing.
I think all would agree that the quality of health care services provided is a pertinent component to
anyone’s health care organizations. The current system in place, is a fee for service payment system, is
ineffective as it has not decreased the ever-increasing cost of healthcare, this system places more value
on the amount of care provided versus the quality of care provided (Sipek, 2015), this in turn encourages
increased cost for health care. According to Shroeder et al. (2013), the “reliance on technology and
expensive care, higher payments for medical services performed in hospital-owned facilities than in
outpatient facilities, and a high proportion of specialist physicians as compared with generalists were all
important cost drivers (p.2029).” Despite their being other issues that contribute to the failing health
care system of the U.S. what seemingly played a significant role, perhaps more than other factors, is the
fee for service reimbursement practice.
The pay for performance payment (P4P) system was created as a result of the current system’s failure to
efficiently improve the quality and cost of health care services. Pay for performance is an incentive-based
payment system that provides physicians with monetary bonuses for attaining specified quality
measures. According to Health Affairs (2012), over 40 private organizations employ a pay for
performance program as well as government medical agencies such as the Center for Medicare and
Medicaid Services, there is the Value Based Purchasing Program. Also mentioned in the Health Affairs
article are the various Affordable Care Act P4P programs with specific mentioning of accountable care
organizations (ACO), Hospital Value Based Purchasing program and Medicare Advantage plans bonuses.
While this new system is being promoted it has not been fully adopted by all private, government and
public healthcare organizations. This model lacks significant empirical research proving it’s worth, some
research shows that “P4P programs have not been consistently effective in improving patient outcomes”
(Mendelson, 2017, p.349).
As there are always changes being made with policies, organizations infrastructures, health care systems,
etc. it is just as important for human resources to evolve with these changes. One important aspect
mentioned by Pynes and Lombardi (2011), is the component of human resource leadership that deals
with flexibility and adaptability and that is the ability to adjust the HR approach as there are changes
made within an organization. In addition, “As pay-for-performance becomes a routine part of health care
payment, it is critical that policy makers, health care providers, and administrators understand how to
maximize its effectiveness.” This is to include HR administrators, due primarily to the fact that quality
improvement initiatives and goals have everything to do with staffing. It’s important to recognize the role
Human Resource Mangement (HRM) plays in organizational development, especially considering agency
shifts. Pynes and Lombardi (2011), report that if there is an agency shift human resource is responsible
for knowing whether current employees are capable of fulfilling the need and the potential increase in
cost associated with the meeting the staffing needs.
Most people are not very welcoming to change as it can require a lot of work and adjustments and push
us out of our comfort zone or complacency but most change is necessary and is some form of growth or
an attempt to improve. The Bible tells us in Ecclesiastes 3:1 that, “there is a time for everything, and a
season for every activity under the heavens.” Therefore, change is inevitable as we all deal with changes
in our personal lives and spiritual walk we should be willing to accept shifts in our professional
environment.
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