s What is the role of “work-life balance” towards employees’ well-being in health cares? How does HRM maintain “work-life balance” of the health care employees? How does HRM provide support to the health care employees for the development of their health? ii. Method Several regression studies of factors related to human WLB approaches and corporate WLB systems was carried out with data obtained from 700 health care employees from Australian health care sectors. Many separate methods of analysis were taken into consideration to assess the interrelationships and their cumulative impacts on the safety and well-being of the workers. Based on the chosen respondents’ opinion on the “work-life balance” structure in health cares, relevant data has been collected for this particular research. Findings and Discussion This particular study answers the central concern for the management of safety, well-being and WLB in relation to person vs corporate accountability. In this study, Zheng et al. (2015), explored the cumulative impact of personal and corporate activities in the area of well-being, health development and WLB, which varied from previous WLB studies, mainly concentrating on either human traits or health care organisation, in the management of family and work interface. The findings of this current research are important as the results enhance the awareness of the significance of designing and implementing effective corporate WLB policies and initiatives. The research also sought to establish a philosophical structure that would direct the analytical analyses of the interactions between human WLB coping policies, corporate WLB policies or others. The concept may be examined further in various cultural environments, which will validate the generalisation of the pattern (except for the English or Eastern preference in Queensland, Australia, included in this study). The structural variables were primarily drawn from current literature and usually applied both to personal features and to organisational policy or systems. In this regard, Zheng et al. (2015) also stated that as the findings of this very study indicate, workers with reported WLB have greater consequences for their safety and well-being than without them. “Work-life Balance’s” success leads in turn, consistent with the results, to improved workplace safety and well-being. This outcome reflects in major parts, the finding that demonstrates how necessary it is to tackle WLB employees’ safety and well-being in heal care organisations. iii. Conclusion This paper illustrates the need to tackle “health and well-being” problems in health cares through the usage of employee WLB approaches. Also, the results indicate that public policy is important to support workers and societies to cope with the issue of wellness, while health cares can rely increasingly on employee well-being and WLB. The report further emphasises the reality that current WLB regulations need more re-assessment and adjustment. iv. How will this article contribute to my Essay 3? From the findings and discussion obtained on strategic human resource management, I have learned that employee well-being is extensively important for every organisation, especially for the health care workers as they contribute a large number of times for offering health services. Therefore, the study will help me in my essay 3 to explore the effective role of HRM towards employee well-being by managing “work-life balance”. References Cogin, J. A., Ng, J. L., & Lee, I. (2016). Controlling healthcare professionals: how human resource management influences job attitudes and operational efficiency. Human resources for health, 14(1), 55. https://human-resources-health.biomedcentral.com/articles/10.1186/s12960-016-0149-0 Cooke, F. L., & Bartram, T. (2015). Guest editors’ introduction: human resource management in health care and elderly care: Current challenges and toward a research agenda. human resource management, 54(5), 711-735. https://onlinelibrary.wiley.com/doi/pdf/10.1002/hrm.21742 Kendrick, M. I., Bartram, T., Cavanagh, J., & Burgess, J. (2019). Role of strategic human resource management in crisis management in Australian greenfield hospital sites: a crisis management theory perspective. Australian Health Review, 43(2), 157-164. https://www.researchgate.net/publication/321166427_Role_of_strategic_human_resource_management_in_crisis_management_in_Australian_greenfield_hospital_sites_A_crisis_management_theory_perspective Townsend, K., Lawrence, S. A., & Wilkinson, A. (2013). The role of hospitals’ HRM in shaping clinical performance: a holistic approach. The international journal of human resource management, 24(16), 3062-3085. https://www.researchgate.net/publication/263115382_The_role_of_hospitals’_HRM_in_shaping_clinical_performance_A_holistic_approach Zheng, C., Molineux, J., Mirshekary, S., & Scarparo, S. (2015). Developing individual and organisational work-life balance strategies to improve employee health and well-being. Strategic human resource management Employee Relations, 37(3), 354-379. https://www.researchgate.net/publication/276929960_Developing_individual_and_organisational_work-life_balance_strategies_to_improve_employee_health_and_wellbeing
Subject Name: Human resource management
Level: Undergraduate
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