Propose
Over the past decade theoretical and empirical research on the various aspects of human resources (HR) within the healthcare (HC) sector has grown extensively. It is due to the fact that the resources are perceived among the most strategic once in the sector [WHO 2009]. There are two major factors for why HR is pivotal in healthcare. One, is that the quality of HC depends on HR quality (i.e. competences) and quantity (i.e. accessibility) [Eaton 2000; Lyons, Callahan 1996; Tylor 2015]. The second is that there is an increasing lack of effective HR within HC [Kakuma, Minas et al. 2011]. At the macro-, and micro-level within the HC sector there is a visible tendency to search for effective HR management (HRM) strategies, methods and tools. Countries implement policies which should increase amount and competences of employees’ within healthcare. Providers of HC services (i.e. hospitals) tend to enforce modern HRM solutions adapted from business organizations in order to attract, retain and develop HR. However, these seem not be as effective as they could [Hyde, Sparrow et al. 2013]. Considering these findings authors approached a researched reality from contextual paradigm point of view, assuming that HRM solutions to be effective should be adjusted to organizations’ context [Pocztowski 2007]. In other words, identification of external and internal factors (issues, trends) should be performed in order to elaborate, implement and manage effective HRM strategy. The area of investigation is too wide and so we decide to concentrate on external factors – potential opportunities and threats. The aim of the research was to identify which from a short list of determinants can influence HR management within hospitals.
Design/methodology/approach
In order to meet the aim, the short list of determinants was created from a previous research conducted by authors and performed among stakeholders [Buchelt, Frączkiewicz-Wronka, Kaminska 2017]. Additionally, a primary list of determinants was created based on meta-analysis. Then a set of interviews was performed in order to detect the most important ones. This created the short list of major trends within healthcare sector “white swans” which could influence HRM in hospitals. The list was used within a questionnaire performed among 285 hospital managers in Poland. The 5 point Lickert scale was used in order to detect their importance.
Originality/value
We use multi-paradigm research approach deriving from contextual HRM as well as public management theory. From the theoretical perspective the paper enlarges knowledge on hierarchy of factors which are perceived as the most important ones while managing HR within hospitals.
Practical implications
This paper provides support for the importance of contextual factors, i.e. a lack of physicians and nurses, pressure on hospital performance, altering society and increasing demand for healthcare services. Their identification and proper systematization may allow manage to elaborate and implement effective HRM strategy and adequate HRM practices adjusted to their needs.
