Trends and Future of Health Care

Question: Analyze how the trends you selected might impact the future of the industry. How might you use the knowledge you have gained in this course to implement these trends in your current health care organization. Answer: The new reforms in healthcare settings are leading modifications in human resource and organization management trends within the healthcare organizations. Out of various new trends the two selected trends showing great modification in the human resources and organizational behavior of healthcare zone are: - Succession Planning Workforce engagement for quality assurance Succession planning Succession planning involves the process to identify and modify the capable internal employees as future leaders for organization to minimize the regular turnover. Succession planning will help to overcome the competition and empower your organization workforce (Fibuch Van Way III, 2012). Kim (2012) stated that growing opportunities and career options of the 21st century have provided C-level turnover in the healthcare business. This makes it an emergency to promote succession planning for minimizing this turnover in future of this industry. For implementing succession planning in any healthcare organization the following recommendation would surely work that includes: - Regular potential assessment of employees Leadership improvement programs made as per organization requirements Coaching and real-time mentoring by HR department Fibuch Van Way III (2012) indicated that 64% of healthcare organizations in U.S still do not persist any succession program at their place. Therefore, it is required to set succession planning as one of the most important trends in healthcare scenario. Workforce engagement for quality assurance According to Pfeffer (2010), the service delivery system in healthcare depends on the quality of services provided by the workforce of the organization. The workforce engagement and patient satisfaction work side-by-side in healthcare scenario, therefore, workforce engagement is another trend to ensure quality service delivery system in the future of healthcare. Markos Sridevi (2010) studied a survey performed on one hospital based in Canada where the workforce engagement was found to be a challenging process. The survey findings indicated that 45% of employees remain disengaged and 6% actively disengaged in the organization. Workforce engagement can be established by adopting following recommendations in healthcare working process Establish collaborative culture in organization where employees are considered as partners Promote competitive working environment that involves motivation rather than stifles Provide leadership exposures to employees Overcome the social and culture norms inhibiting the workforce engagement References Fibuch, E., Van Way III, C. W. (2012). Succession planning in health care organizations.Physician executive,38(5), 44-47. Kim, T. H. (2012). Succession planning in hospitals and the association with organizational performance.Nursing Economics,30(1), 14. Markos, S., Sridevi, M. S. (2010). Employee engagement: The key to improving performance.International Journal of Business and Management,5(12), 89. Pfeffer, J. (2010). Building sustainable organizations: The human factor.The Academy of Management Perspectives,24(1), 34-45.