BUSI 646 Part One Annotated Bibliography Research Paper.pdf

HUMAN RESOURCE

Author’s Note

Jamesetta Karnwie, School of Business, Liberty University Online

Jamesetta Karnwie is a current graduate student at the School of Business, Liberty University

Online, studying a master’s in Healthcare Administration.

This case study is a final course requirement for BUSI 646- Managing Human Capital in

Healthcare.

Correspondence concerning this paper can be addressed to Jamesetta Karnwie, School of

Business, Liberty University Online, 1971 University Blvd Lynchburg, VA 24515. Email:

jkarnwie@liberty.edu

RESEARCH PAPER- ANNOTATED BIBLIOGRAPHY 2

Part One: Annotated Bibliography

Appold, K. (2019). A closer look at employer-sponsored healthcare. Medical Economics, 96(7),

41–44.

The employer benefits constitute healthcare packages that aid the employees in their

payment. The context of the article highlights the fact that employer-sponsored healthcare, in

most cases, offers little to no impact since the majority of them end up paying the full costs.

These benefits are, however, motivating elements to employee performance. Healthcare

organizations should ensure proper HR productivity; these benefits are given to employees.

Aranha, V. P., & Venkateswaran, C. (2020). The impact of human resource and quality

management in health care: A Review. International Journal of Pharmaceutical Research

(09752366), 12(4), 74–78. https://doi.org/10.31838/ijpr/2020.12.04.016

The article highlights the strategies that enhance the worker's performance in healthcare

settings. Sample strategies are total quality management, quality control, and continuous quality

improvement. The focus of the article was on developing the link between Human Resource

Management and Total Quality Management. The results of the report indicate employee

improvement by the application of quality management.

Barcan, L., & Barcan, M. (2018). Comparative Study on Human Resource Management, Applied

in Public Hospitals in Romania and Australia. Young Economists Journal / Revista

Tinerilor Economisti, 15(31), 86–93.

The context of this article is to showcase the improvement of healthcare quality through

the application of HRM. It utilizes HRM elements such as motivation and skill improvement as

performance metrics. HRM signifies the difference between a well-performing facility and one

that does not. HRM can thus be an organizational performance metric.

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Bennett, E. E., & Higgens, T. L. (2016). Systems that Teach: Medical Education and the Future

Healthcare Workforce. New Horizons in Adult Education & Human Resource

Development, 28(2), 40–49. https://doi.org/10.1002/nha3.20137

The context of this article clarifies the importance of physician education. It utilizes

innovative strategies in adult education, human resource development, and a competency-based

milestone in enhancing physician education. The article also clarifies the importance of human

resource development in improving the teaching system. The results indicate that sample HRD

strategies such as workflow, clinical and medicals simulation are crucial in physician education.

Carman, A. L., Vanderpool, R. C., Stradtman, L. R., & Moore, S. C. (2020). Standardizing a

federally qualified health center’s preventive care processes: Use of failure modes and

effects analysis. Health Care Management Review, 45(3), 228–231.

https://doi.org/10.1097/HMR.0000000000000189

The article highlights the use of effect analysis and failure modes in healthcare. These

practices identify challenges to the implementation processes of new interventions. One such

intervention is the proactive office encounter model. The article results indicate that this model

identifies preventive care gaps that link to staff training, among many other factors.

De Miranda Castro, M. V., de Araújo, M. L., Ribeiro, A. M., Demo, G., & Meneses, P. P. M.

(2020). Implementation of strategic human resource management practices: A review of

the national scientific production and new research paths. Revista De Gestão, 27(3), 229-

246. https://doi.org/10.1108/REGE-10-2018-0102

The article presents the historical emergence of strategic management in the business

environment. It creates a connection between strategic performance and human resources. The

HR thus forms the backbone of the interventions of strategic management. The results of the

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article indicate that HR in facilitating its role of implementation of organizational strategies

enhances strategic management

Gallo, P., Mihalcova, B., Vegsoova, O., Dzurov-Vargova, T., & Busova, N. (2019). Innovative

Trends in Human Resources Management: Evidence for the Health Care

System. Marketing & Management of Innovations, 2, 11–20.

https://doi.org/10.21272/mmi.2019.2-01

The contents of the article focus on the HR innovative trends in healthcare. Notably,

human resource plays an important role in advancing the quality service provision in healthcare.

The primary focus of HR management, according to the article, should be their involvement in

decision-making. The results of the report indicate the fact that innovative trends are birthed by

employee involvement.

Gellman, M. (2021). Diversity, wellness incentives rise to retain care delivery execs. Modern

Healthcare, 22.

Given the fluctuating changes in the healthcare context, it has become a challenge in the

hiring and retention of executives. The article also mentions the existence of competition to fill

executive roles. The healthcare system is thus tasked with identifying new talent. These changes

have, however, been brought about by the Covid-19 pandemic.

Jo, H., Aryee, S., Hsiung, H., & Guest, D. (2020). Fostering mutual gains: Explaining the

influence of high‐performance work systems and leadership on psychological health and

service performance. Human Resource Management Journal, 30(2), 198–225.

https://doi.org/10.1111/1748-8583.12256

The context of this article was to highlight the effect that new systems of performance

have on employee service delivery. The crux of the study was in the development of a connection

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between high-performance systems and service leadership. HPWS functions thus have a positive

correlation with employee service delivery. Conclusively, an employee's ability to thrive at work

is related to psychological health.

Kellough, J. E. (2018). Public human resource management: strategies and practices in the 21st

century. International Review of Public Administration, 23(2), 138–139.

https://doi.org/10.1080/12294659.2018.1481673

The book provides guidance for various HR systems in the enhancement of HR

administrations and management. It highlights the impact of strategies instituted by private

organizations and those applied by the public sector, such as appraisals. The author's book guided

their material in presenting human resource information systems, presenting education, and

motivation management. The focus of the book highlights the fact that Public Human Resource

Management is crucial for HR management.

Kessler, I., Heron, P., & Spilsbury, K. (2017). Human resource management innovation in health

care: the institutionalization of new support roles. Human Resource Management

Journal, 27(2), 228–245. https://doi.org/10.1111/1748-8583.12114

The article highlights the importance of innovative practices in HRM. It essentially

clarifies HRM innovation through new work roles. Together with the theoretical illustrations of

implementation and adaptation of new work roles, the article elaborates the need for

concentration on underdeveloped features. The technique for the study was interviewing key

actors in HRM. The findings indicate that new work roles are contributing factors to

organizational development.

Lee, V. S. (2020). The U.S. Health Care Is in Flux. Here's What Employers Should Do. Harvard

Business Review Digital Articles, 1–5.

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The article highlights the impact that the Covid-19 pandemic has had on the U.S health

care system. One notable impact is the probable rise in employee premiums. Employers, in

response, according to the article, should focus on long-term solutions. One such strategy is the

management of healthcare benefits.

Light, A. (2016). Human Resources as a Strategic Partner for Health and Human

Services. Policy & Practice (19426828), 74(3), 20–23.

The article highlights the importance of the health resource in advocating for health

practices in an organization. The article's authors highlight the essential role that the human

resource department plays in the strategic partnership of healthcare and human resource. Human

resources and health services generate policies in advocating for healthcare. The results of the

article showcase a significant relationship between healthcare and human resource.

Radonić, M., & Milosavljević, M. (2019). Human Resource Practices, Failure Management

Approaches, and Innovations in Serbian Public Administration. Transylvanian Review of

Administrative Sciences, 77–93. https://doi.org/10.24193/tras.SI2019.5

The context of this paper highlights the importance of innovations in enhancing public

administrations. It also focuses on the role of human resources in shared governance. In essence,

its focus on the link between innovation and human resource. The results indicate highly

performing human resources is linked to innovativeness.

Ramadevi, D., Gunasekaran, A., Roy, M., Rai, B. K., & Senthilkumar, S. A. (2016). Human

resource management in a healthcare environment: framework and case study. Industrial

& Commercial Training, 48(8), 387–393. https://doi.org/10.1108/ICT-03-2016-0014

The article advocates for the improvement of the healthcare system with proper

integration of human resource management systems. It analyzes the existing HRM strategies in

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healthcare and proposes new ones. The study involved a conceptual framework. The findings

indicate that human resource development is a crucial strategy in HRM.

Sharma, J., & Dhar, R. L. (2016). Factors influencing job performance of nursing

staff. Personnel Review, 45(1), 161–182. https://doi.org/10.1108/PR-01-2014-0007

The contents of this article highlight the factors that influence nurse commitment and the

relevant influences on job experiences. The study was conducted via a survey. The results of the

study indicate the presence of significant burnout among nurses. Organizational support has

positive impacts on nurse performance.

Soboleva, Y. P., Matveev, V. V., Filonova, E. S., Simonov, S. V., & Efimenko, I. S. (2020).

Human Resource Management in the Healthcare System: the Issue of the Implementation

of Adaptation Procedure. International Journal of Pharmaceutical Research (09752366),

1033–1043. https://doi.org/10.31838/ijpr/2020.SP1.154

The essence of this article is to highlight the part played by HR in inducting new

employees into the system via adaptation. The adaptation process as conducted by employers

reveals the psychological confidence of the employee. The employer should thus create a

conducive environment for the employee to grow. Conclusively, adaptation is one of the crucial

HRM processes.

Somarathna, K. U. S. (2020). An agent-based approach for modeling and simulation human

resource management as a complex system: Management strategy evaluation. Simulation

Modelling Practice & Theory, 104, N.PAG. https://doi.org/10.1016/j.simpat.2020.102118

The contents of the article highlight the Human Resource Management application of an

agent-based system. The interactions of the employees in the organization are influenced mostly

by invisible agents that enhance their performance. According to the article, the HRM system has

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long-term influences on staff turnover and other employee performance metrics. In conclusion,

the article advocates for the enhancement of existing HRM protocols with an agent-based

approach.

Wever, K. S. (1995). Human resource management and organizational strategies in German and

US-owned companies. International Journal of Human Resource Management, 6(3),

606–625. https://doi.org/10.1080/09585199500000038

The content of the article was in identifying the variety of strategies in human resources.

The report examined the importance of strategic diversity as an essential strategy. It also

advocated for different perceptions of managers on human resource approaches. The article

results indicate that strategic diversity, given its cost benefits, is an essential HR strategy

Zhu, Y., Zhao, Y., Dou, L., Guo, R., Gu, X., Gao, R., & Wu, Y. (2021). The hospital management

practices in chinese county hospitals and its association with quality of care, efficiency

and finance. BMC Health Services Research, 21(1), 449-

449. https://doi.org/10.1186/s12913-021-06472-7

In "The hospital management practices in Chinese county hospitals and its association

with quality of care," by Zhu et al., the authors argue that Human resource practices in Chinese

hospitals are the cornerstones that enhance the quality of care. According to the article,

enhancing HR practices is a suitable strategy that improves financing, quality of care, and

efficiency in service delivery.

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Part Two: Research Project Outline

Research Topic:

Research Questions

1. What critical issues affect the quality of patient care in healthcare facilities?

2. What role do HR management practices play in ensuring the quality of patient care?

3. What is the significance of HR capabilities in healthcare organizations?

4. What are the limitations and suggestions for future research regarding the influence of

HR capabilities on ensuring quality patient care?

Thesis Statement

The current paper will argue that whereas the quality of healthcare services faces critical

organizational and management challenges, Human Resource Management practices and

strategies influence the quality of patient care.

Space Allocated for each Section of the Paper

Introduction (1-2 page)

A. Healthcare organizations across the world face crucial challenges when it comes to

offering quality patient care.

B. Healthcare organizations need to pay greater attention to HR management practices and

strategies by examining and solve some of these challenges.

Overview (3-5 pages)

A. In many regards, increasing evidence indicates that healthcare policies in many hospitals

focus on the centrality of people and their cultures in delivering safe and efficient care.

B. It remains worth arguing that many issues affecting the quality of care remain

unaddressed, with adverse consequences affecting the morale of healthcare workers.

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Analysis (7-10 pages)

Point I

A. Human Resource Management in healthcare service appears to exhibit a complex

interface than other sectors due to labor intensiveness, the presence of different

occupations with the independent locus of operations, and a sheer scale of operations.

B. In this respect, HRM can be a potent source of competitive advantage in increasing the

quality of patient care

Point II

A. To increase clinical outcomes and quality of patient care, healthcare organizations should

focus on incorporating effective HRM practices and strategies.

B. Healthcare organizations should focus on improving HRM capabilities to enhance their

competitiveness service quality.

Point III

A. Patients and their families expect to receive high-quality care services from healthcare

organizations.

B. Healthcare organizations should focus on HR management practices such as employee

training, increase in compensation, and employee motivation to enhance their healthcare

workforce's engagement and satisfaction levels.

Biblical integration:

Quality care is a basic human right because God Almighty sees us all as his children. The

knowledge he has given us to improve our health should be available to everyone and at high

quality. God not only provides that we are all equal, but he also stresses in the quality of work we

perform which relates directly to the healthcare field. Caring for each other is what is God in

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God’s sight. Colossians 3:23 proclaims “Whatever you do, work heartily, as for the Lord and not

for men” (Open Bible, English Standard Version).

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References