Posted: December 1st, 2022

Human Resources Divisions

Human Resources Divisions

Development
Under development division, human resource management of healthcare focuses on the welfare of health professionals through offering an avenue for both personal and professional growth. Specifically, development of health workers occurs through offering financial assistance in education and training under professional bodies such as nursing associations (Flynn et al., 2016). Notably, development as a division of human resources is concerned with equipping the workers with better skills which are essential in the delivery of healthcare services in the facility (Flynn et al., 2016). For example, the American Nursing Association offers subsidized financing to Advance Practitioner Registered Nurses to train in specialized areas of nursing within the US as a form of development to the nursing workers (Spurgeon, Burke & Cooper, 2012). Therefore, the development division facilitates quality service delivery to the public through equipping health employees with more skills and knowledge thereby leading to a better quality of healthcare.
Compensation and benefits
This division focuses on the interest of workers through continuous review of salaries and other related forms of appreciation. Notably, the main objective under this division is to motivate workers as a basis of enhancement of workplace productivity (Carroll & ASHRM, 2013). It is crucial to point out that the success of any organization depends on the level of motivation of the employees in it since this variable is directly related to productivity (Fallon & McConnell, 2013). Therefore, the compensation and benefits division is essential in a hospital context because it reviews salaries of nurses from after a stipulated duration to ensure that the facility offers competitive packages.

Conclusion
The development and compensation divisions are two key units in the operations of the human resource department in the health context. This position is justified because both divisions focus on the interests of employees thereby creating avenues for organizational success. Therefore, a healthcare facility could consider training its workers while reviewing its compensation to ensure its package meets the standards in the industry.

References
Carroll, R., & American Society for Healthcare Risk Management (ASHRM). (2013). Risk management handbook for health care organizations: Student edition. San Francisco, Calif: Jossey-Bass.
Fallon, L. F., & McConnell, C. R. (2013). Human resource management in health care: Principles and practice. Burlington, MA: Jones & Bartlett Learning.
Flynn, W., Mathis, R., Jackson, J. & Valentine, S. (2016). Healthcare Human Resource Management, 3nd Ed, South-Western/Cengage LearningISBN-13: 978-1-285-05753-.
Spurgeon, P., Burke, R. J., & Cooper, C. L. (2012). The innovation imperative in health care organizations: Critical role of human resource management in the cost, quality and productivity equation. Northampton, Mass.: Edward Elgar Pub.

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