Assessment Task:You are required to compile an Annotated bibliography of 5 peer-reviewed journal articles.
Step 1. Select an industry sector
Read the Assessment 3 Essay task and identify which sector you will study for Assessments 2 and 3 (e.g. agriculture; construction; financial services; health care; hospitality; manufacturing; mining; retail; transport).
Step 2. Undertake research of the recent academic literature since 2013.
Identify five (5) academic peer reviewed journal articles relevant to the Assessment 3 Essay topic. It is suggested that you align your selected articles with the unit themes from Weeks 3 to 5 (e.g. job design, HR planning, recruitment and selection). It is recommended that you undertake your research via the online ‘search’ of CQUniversity Library. You cannot use articles from your Assessment 1 presentation for Assessment 2.
Step 3. Write 2 paragraphs on each article (400 words)
For each journal article, you are to write approximately 400 words in two paragraphs. The first paragraph will summarise the main ideas of the article, identifying the hypothesis, purpose, research methodology and conclusions. The second paragraph will identify how you will use that article in relation to the Assessment 3 Essay.
Step 4. Use an appropriate format
Present your Annotated bibliography in a format similar to that provided below. For more information, see the library guide for writing an annotated bibliography. http://libguides.library.cqu.edu.au/ld.php?content_id=37972692
This HR planning assignment is conducted to render a comprehensive understanding of the key fundamentals of HRM practice and its elementary impact on organisations. HRM is a fundamental practice that has undergone a lot of critical annotations and diverse evaluations based on its extended reach and significant contribution to an organisation's goodwill and future sustainability. The Assignment in HR Planning is conducted on the basis of a thorough review made on 5 recently underpinned journal articles in HR planning with a special focus on the healthcare sector. The articles are introspective and are extensively explored with the aim of deciphering a manifold inference on the selected subject and concerned theme.
Reference: Ulrich, D., Younger, J., Brockbank, W., & Ulrich, M. D. (2013). The state of the HR profession. Human Resource Management, 52(3), 457-471.
Keywords: the keywords included in the above journal article are leadership, training and development, ethics and morale and organisational changes as an outcome of effective HRM practice.
This HR planning assignment is dedicated to suffice a new interpretation that needs to be rendered to the HRM practice. According to the authors of this article, HR practice has often been criticised by diverse opinions and have faced considerable backlashes owing to the integrity quantum. Further, it has been emphasized by the concerned authors that HRM practice has often been placed under the ambiguity glass and its rectitude has been questioned time and again. Hence this article is an earnest effort by the authors to delve deep into the core values and competencies of HRM practice that is stringently followed by the respective HR professionals to conduct an integrated HR planning and execution. The developed scepticism needs a correction on grounds of insight extrapolation and must be based on the generic global data and not on personal perspectives. This HR planning article was sketched on the data gathered from global statistics based on yearly derivatives. The research methodology follows an empirical analysis of the core competencies and HR participation in terms of the demographic ratios. The HR planning assignment is further conducted on the 6 major HR competency domains based on generic global analysis with the information being gathered from relevant and authentic primary and secondary sources. The authors of the article had partnered with the respective HR professionals of Australia, India, China , Latin America, South Africa and Middle East. Hence this article was an attempt to swap the ambivalence of individual perceptions on HR with that of confidence and reliability.
This above study is majorly devoted to the understanding of the HR functionality and its impact at the workplace. HR undoubtedly is an integral part of an organisation as some of the fundamental tasks of talent acquisition and knowledge translation are undertaken by them. Hover this section of business activity has been under the anomalies of opinionated thoughts and doubted apprehensions. Therefore the above study is an endeavour put forth by the concerned authors to drain out such self-doubts and develop authentic vision and opinions about the HRM activity. It has been a useful content in my study as it has helped me to self-educate myself in the concerned subject and also gather information about the global speculations on HR practice. Furthermore, this review will assist me in clarifying my trivial doubts on the HR competency in future.
Reference: Elarabi, H. M., & Johari, F. (2014). The impact of human resources management on healthcare quality. Asian journal of management sciences & education, 3(1), 13-22.
Keywords: The keywords inclusive in the above mentioned article are Human Resource Management , Job Performance and Quality and Healthcare Quality.
This HR planning assignment observes an in depth evaluation of the influence of HRM on healthcare industry. According to this article, effective Human Resource management is a catalyst of success in healthcare industry. Health care sector is one of the most delicate sectors in an economy as it addresses people’s health. Hence it is essential for healthcare providers to offer the best patient treatment and undergo updation frequently. Therefore the HR section in healthcare industry needs to be effective and skilled enough to recruit the best healthcare professionals and contribute to patients satisfaction and organisational repute. This article is an experimentation of the potential engagement of HR in healthcare industry in practicing competent patient treatment and ensuring the qualitative aspect of the healthcare industry. The methodology followed in the article was descriptive and comprises of the conjectures and conclusive opinions shared in the preluded literatures. The article is majorly based on the open ended academic research article. Hence the paper is more conceptual and theoretical in nature and the majority of the data is collected from libraries materials and local and international recognized journals.
The HR planning assignment narrates the impactful effect of Human Resources in the healthcare sector and the imperativeness of effective human resource management in accomplishing the organisational goals and long term objectives. It further emphasises on the importance of deploying dexterous and diligent HR staff so that the eventual recruitment and selection is intelligent. According to the core subject matter in the article, the HR must be prompt in sanctioning proper induction and training programs to avoid any kind of gaps in staff selection and updation. The deployment of educated and highly trained hospital staff including nurses and ancillary medical care providers are innate for organisational success. Therefore the HR plays a pivotal role in procuring and sourcing the right staff that acts fundamental in organisation goodwill. Though this study is applicable in the external healthcare industry , however it has been significant in my study as well. This study will help my understanding of the vigilant HR engagement in the healthcare sector and thereby in future may support my aspiration to become an HR professional in future.
Reference: Lopes, M. A., Almeida, Á. S., & Almada-Lobo, B. (2015). Handling healthcare workforce planning with care: where do we stand?. Human resources for health, 13(1), 38.
Keywords: the keywords incorporated in the article are Healthcare Workforce Planning, Health policy , Demand and Supply and Review.
This assignment in HR planning essentially stresses on the importance of healthcare workforce planning and its influence on maximizing the organisational output. According to respective authors, an effective blueprint of functionality is paramount in addressing the health requirements of the individual and general population and further works on delivering maximum output at minimum inputs. A potential intelligent and competent planning synergises the procurement of high end results in patient care and treatments. However it has been often noticed that healthcare industry sometimes face jolts owing to the engagement of light skilled professionals , therefore this article pinpoints the significance of recruiting the right skills at the right place in the right time. The healthcare industry is always on the motion and hence there always lies the need of commitment from the concerned professionals. Hence this article entails the prominence of the recognised requirement. The methodology followed to conduct the study was descriptive and is based on extrapolated information from 60 years of documented research sources revolving around the sector and the respective paraphernalia concerning the subject. The study was administered and conducted on electronic databases and focused mainly on the conceptual theorem.
The above article is an authentic review grounded on 60 major publications and hence ensures validated information in reference to Human Resource planning in healthcare sector. Further this article is an excellent demonstration of the diverse and heterogeneous methodologies used time to time in conducting the HR planning program for business output. Since there is no standardised and accepted methodology for HR planning , hence this study was undertaken to imbibe a synchronised and systematic methodology of HR planning. A closer study into the article furnishes an understanding of the demand supply crisis in the global healthcare industry. Therefore this study has certainly served as an exemplary portrayal of the challenges faced by healthcare industry due to the lack of standardised planning. Though this analysis is mainly centred around the HR planning in healthcare sector however the core elements and methodologies of planning will help me in updating myself in following a disciplined plan in regards to my future professions.
Reference: Hyde, P., Harris, C., & Boaden, R. (2013). Pro-social organisational behaviour of health care workers. The International Journal of Human Resource Management, 24(16), 3115-3130.
Keywords: the key words involved in this journal article are health care, organisational citizen behaviour, employee performance, voluntary efforts, service quality and pro-social organisational behaviour.
This article is an attempt to read the extra efforts that are being put forth by the Healthcare professionals to ensure patient satisfaction and amplify organization rank. This virtue of going beyond the personal capabilities to fulfill patient requirements have been an excellent exhibition of employee dedication towards their concerned health care organisation and development of a worthy empathetic approach towards the patients in need. Considering the compassionate nature of the healthcare industry, PSOB acts as a substantial contributor towards patient satisfaction as it appreciates proactiveness from the relative professionals. This journal article represents the study of POSB in detail with reference to the NHS employees in England. It further prompts the precursors of this practice and underpins the unlimited functional areas of the senior staff in healthcare industry. In reference to the contribution of HR, this paper sheds light on the employability and activity of the value-driven HR in maintaining the PSOB on which the health care cusp depends to a significant edge. The study was conducted by using the qualitative research design that comprises of 83 interviews from a total of 6 healthcare organization. All the 83 participant were shortlisted from the main staff groups including doctors, nurses and other medical , administrative and HR professionals. Primary care trusts, acute trusts and mental health trusts mainly categorized the sample content.
The selected journal article is apprehensive of the concept of PSOB that acts salient in marking the organisational capability beyond the stipulated limitation. Such a concept is a definite indicator of employee coordination and assimilation. A practice of this concept contributes to the creation of an amicable and congenial work atmosphere that is rudimentary for healthcare providers. Since the study has been consulted on 6 different organization connected to NHS , therefore the information and data gathered is valid and genuine. This articles recommends the HR attachment and participation in recognising the employee contribution and thereby rewarding the same. An HR is considered as linking thread between the patients and healthcare providers in ensuring increased coverage and motivated performance. Apart from gathering knowledge about the PSOB in NHS organisations, this study will help me in understanding the core concept. In my future professional engagements I can definitely apply the same and strive to move beyond my limited forte to offer extra to my customers and ensure satisfaction. I can also implement the same strategy in my future organization in developing a motivated workforce and create exuberant team efforts.
Reference: Greenfield, D., Kellner, A., Townsend, K., Wilkinson, A., & Lawrence, S. A. (2014). Health service accreditation reinforces a mindset of high-performance human resource management: lessons from an Australian study. International journal for quality in health care, 26(4), 372-377.
Keywords: The keywords included in the article are Healthcare, HRM, Accreditation and research
This article identifies the intensity of Human Resource Management in healthcare industry. An acknowledgement of the accreditation program incorporated in healthcare organisations is inclusive of the study and also embeds the relative impact on developing high end HR activities and ensuring organisational growth and prosperity. According to the authors of this journal article, accreditation program fosters the qualitative aspect of HR professionals in healthcare sector. This study further depicts the healthcare organizations implementation of accreditation programs to enthuse HRM practice and enhance the performance by considerable participation. This practice of accreditation is being recognised as a tool to identify and map HR performance and draft the blueprint for future enhanced performance. This program is a definite indicator of the quality and quantity of care being offered to the needy patients and thereby discerns the key areas of improvement required in future. The study is characterised by a cross-sectional multi method process and is both qualitative and quantitative in nature. The sample section was based on health care organisations that fall under the Australian Council on Healthcare Standards Evaluation and Quality Improvement Program between 2007 and 2011. The research methodology was divided into two modalities. Stage 1 of the study involved identification of the Healthcare Organisations that are highly accredited for excellent performance in context to Australian healthcare industry. There were mainly 6 HCOs undertaken to conduct the study. The second stage acknowledged the administration of semi-structured interviews from the sample, shortlisted from the 6 HCOs. The goodness and quality of the study was diagnosed on the basis of ratings marked on EQuIP4 criteria , surveyor reports and interview data.
The above discussed point offers a synopsis of the implication of accreditation programs revolving around the HRM practice in health care organisation. This study further focuses on the fact that HCOs or healthcare organisations that indulge in HRM accreditation program serves as a great opportunity in enhancing the HRM performance in the respective sector. This is used as an effective tool to extract relevant feedback and insert them in the concerned procedure to bolster the human resource activity outcome. Hence this study acts as a benchmark in delineating the enormous impact of accreditation programs in Healthcare industry in Australia concerning the HR professionals involved in the field. This HR planning assignment guides my understanding of accreditations and rewards and recognitions in professional sector and employee engagements. Further I can implement this knowledge that I have gathered from this journal article in programming such interventions in my professional domain and encourage high end team efforts and possibilities. ?
Elarabi, H. M., & Johari, F. (2014). The impact of human resources management on healthcare quality. Asian journal of management sciences & education, 3(1), 13-22 Lopes, M. A., Almeida, Á. S., & Almada-Lobo, B. (2015). Handling healthcare workforce planning with care: where do we stand?. Human resources for health, 13(1), 38.
Greenfield, D., Kellner, A., Townsend, K., Wilkinson, A., & Lawrence, S. A. (2014). Health service accreditation reinforces a mindset of high-performance human resource management: lessons from an Australian study. International journal for quality in health care, 26(4), 372-377.
Hyde, P., Harris, C., & Boaden, R. (2013). Pro-social organisational behaviour of health care workers. The International Journal of Human Resource Management, 24(16), 3115-3130.
Ulrich, D., Younger, J., Brockbank, W., & Ulrich, M. D. (2013). The state of the HR profession. Human Resource Management, 52(3), 457-471