The functions of a human resource manager are confined to facilitating the nurses’ work and activities. It is important for a leader to oversee organizational culture and leadership and monitor compliance of working conditions with existing labor and employment laws (Flynn et al., 2007). While conducting an interview with our human resource manager, I have realized that the activities the individual performs are aimed at facilitating the process of achieving common organizational goals. However, the manager admits that controlling daily operations is not among the most common activities. In particular, emphasis should also be placed on proper recruitment process that would ensure the welfare of the entire center and its workers. The selection process, as well as training, is indispensible to enhancing the quality and safety of health care delivery.
The interview also concerned the questions about organizational planning and performance appraisal. The nurse leader underscored the importance of using specific techniques for analyzing and evaluating the productivity and performance of employees because it directly influences the success of organizational work. In this respect, organizational planning and development closely correlated with the performance appraisal methodology. At this point, the nurse leader applied to such techniques as documenting the employees’ performance and analyzing the achievements and pitfalls together with the staff. The leader emphasized that nurses should be aware of the problems they had so that they could fill in the existing gaps.
Certainly, it is often a challenge for a nurse leader to take full control of all operations and activities held at the hospital. Therefore, the leader should address a consultant for help to be able to identify the problems and establish new guidelines for leading the team in the right direction. Creating meetings and discussing the main problems are especially effective when all members of an organization are engaged in problem solving. In this respect, the nurse leader should be more concerned with the way employees follow the existing labor rules and regulations. Our human resources manager, therefore, does not only lead the working group, but also tries to take an active part in accomplishing daily duties and obligations.
The role of a human resources manager does not only involve the strategies aimed at facilitating the organizational performance and increasing employees’ productivity. In particular, our personnel managers tries to make use of all available resources to increase the effectiveness of the work done and introduce research studies to enhance the quality of services. More importantly, the leader is also concerned with the level of comfortableness at the center because nurses will work better if they feel support and encouragement on the part of their managers. Indeed, a highly satisfied staff will contributed to high satisfaction of our clients. In this respect, the introduction of training opportunities, as well as reward, is important for the overall welfare of our organization.
The interview has shown that developing leaders who are able to retain the staff are also valuable. Our personnel manager, therefore, should be able to deserve respect and recognition on the part of the nursing staff. To be in a good relationship with people is important because employees should feel that they have the individual who is able to solve the problem and provide the best solution in a situation. Our nurse manager, therefore, attempts to introduce the best opportunities for the personnel development and advancement.
References
Flynn, W. J., Mathis, R. L., Jackson, J. H., & Langan, P. J. (2007). Healthcare human resource management (2nd ed). Mason, OH: South-Western.