Rea, DavidAlyami, Mana2024-12-042024-09-28EXPLORING THE CHALLENGES FACED BY HR MANAGERS IN HOSPITALS IN TERMS OF RECRUITMENT AND RETENTION: SCOPING REVIEWhttps://hdl.handle.net/20.500.14154/73996There are a number of challenges faced by the HR department in hospitals. The companies are mainly facing challenges in the case of recruitment and retention of talented employees with appropriate skills and abilities to work in the organisations. In this regard, there are a number of strategies and policies that the companies can use to mitigate these issues in HR management. These strategies include effective onboarding and mentorship process, flexible working hours, secure and productive workplace culture, as well as accessing a proper talent pool. In this regard, this chapter summarises the results and discussions in this research and develops effective conclusions. In addition, it also points out some of the limitations of this research, arising out of the selection of the research methodology. Finally, some recommendations have been provided for any future researchers that might use this study to expand their research further.This scoping review investigates the challenges faced by HR managers in hospitals regarding the recruitment and retention of healthcare professionals. Considering the critical role of HRM in maintaining a skilled workforce, the study addresses strategies that could mitigate these challenges to ensure effective healthcare delivery. The research employs a scoping review methodology to assess existing literature. The databases utilised include Google Scholar, Cochrane Library, CINAHL, and Campbell Collaboration. Inclusion criteria centred on peer-reviewed English-language papers published between 2000 and 2023 that examine HR practices in hospitals. Key findings reveal that HR managers face multiple recruitment challenges, including talent shortages, lengthy recruitment processes, biased hiring practice, and weak employer branding. Retention challenges include poor leadership, lack of employee motivation and ineffective organisational culture. The study applies several theoretical frameworks including the Resource-Based View and Herzberg’s Two-Factor Theory to develop strategies that improve recruitment and retention. These frameworks highlight the importance of leveraging existing resources, enhancing employee motivation as well as addressing leadership and cultural issues to retain healthcare professionals. The discussion chapter underscores the importance of adopting HRM practices that promote employee satisfaction, recognition, and career development opportunities to retain skilled staff. A notable limitation is that scoping reviews may not fully capture evolving challenges in rapidly changing environments which could impact the applicability of findings to emerging healthcare settings. Generally, the research identifies gaps in current literature and proposes future research opportunities to better address the evolving needs of HRM in healthcare recruitment and retention.79enHealthcareThesis