Redesigning the Nursing and Human Resource Partnership: A Model for the New Normal Era

Description

This book focuses on the partnership between nursing and human resource management in hospital administration. In doing so, it addresses the barriers and challenges in the process of competence-based recruitment and selection, training and development, rewards and benefits, performance appraisal, career planning and development, and succession planning of nurses in the hospitals, specifically to face the new normal era.  There is no doubt that the demand for nurses has been great during the COVID-19 pandemic. Nurses have become the heroes in the battle of the virus, and their hard work should be appreciated. Yet, burnout, stress, and depression among nurses have become the main issues during the pandemic. Some nurses leave their jobs and profession due to an excessive and stressful workload. This crisis puts a new focus on human resource management in hospital administration to retain their nurses, and also improve the quality of care.  In addition to addressing the points above, the book also offers recommendations to resolve the barriers and challenges of competence-based human resource management by emphasizing the partnership between nursing and human recourses to influence nurse practice and human resource policy positively. Acknowledgments About This Book Contents About the Authors Abbreviations List of Tables 1 Introduction: The Evolution of Human Resource Management Significance of the Book Idea Evolution of HRM Pioneers of Human Resource Management Father of Scientific Management—Taylorism Founder of Modern Management Method—Fayolism Father of Human Relation Movement Motivation Theories Social Psychology and Modern Western Society Founder of the Modern Competency Movement Human Resource Management Conclusion References 2 Competence-Based Human Resource Management Overview of Competence Overview of Human Resource Management Example HRM Models (Harvard and Matching Model) Overview of Competence-Based Human Resource Management Two Schemes of CBHRM Best Practice and Best-Fit Approach CBHRM System: Structure, Process, and Outcome Components of CBHRM Practice Conclusion References 3 Recruitment and Selection Introduction Overview of Recruitment and Selection Recruitment Methods Principles and Objectives of Selection Selection Process Concerns and Recommendations Roles of Competence in the Recruitment and Selection Competence-Based Interview Most Important Competencies Recruitment and Selection of Nurses: Examples Conclusion References 4 Training and Development Introduction Overview of Training and Development Benefits of Training and Development Steps for Training The New Normal Training: Adjustment and Solutions Kind of Training and Development: Examples Barriers and Challenges for Training and Development and Recommendations to Overcome Conclusion References 5 Rewards and Benefits Introduction Concept, Concerns, and Trends of Rewards and Benefits Examples of Rewards and Benefits in Hospital Setting Conclusion References 6 Performance Appraisal Introduction Overview of Performance Appraisal Types of Performance Appraisal Examples: Performance Appraisal in Hospital Setting Concerns and Recommendation Conclusion References 7 Career Planning and Development Introduction Overview of Career Planning and Development Steps for Career Planning and Development Step 1: Identifying Individual Needs and Aspirations Step 2: Analyze the Career Opportunities Step 3: Align Needs and Opportunities Step 4: Formulate and Implement Career Planning Strategies Examples of Career Planning and Development of Nurses in Hospital Setting Thailand Indonesia concerns and recommendation Nursing Is a Needed Profession Unclear Career Path Seniority Bureaucracy Conclusion References 8 Succession Planning Introduction Existing Problems and Recommendations Steps for Effective Succession Planning Step 1: Establishing a Succession Planning Committee Step 2: Developing Selection Criteria Step 3: Developing Methods for Identifying Internal Talents Step 4: Identifying and Building the Internal Talent Pool Step 5: Developing Succession Planning Programs Based on the Need Step 6: Implementing the Succession Planning Process Step 7: Making Selections from the Talent Pool Examples of Succession Planning in a Hospital Context Conclusion References Index