Interactive and process model of human resource risks in the health sector: A structural-interpretive modeling approach

Today, the effectiveness of an organization is directly explained by the quality of its human resources. One of the most challenging issues that the healthcare sector faces is human resource management risks. The aim of this study was to present an interactive and process model and plot the structural relationships of human resource risks in the healthcare sector.

This research was a quantitative research based on the structural-interpretive modeling method. Participants included 19 managers and human resources experts of medical centers in Kashan and Aran-Bidgol, who were selected by purposive and snowball sampling. In this study, the structural-interpretive modeling method was used to structure and plot the interactive relationships of 14 critical risks of human resources in the healthcare sector.

The 14 main risks of human resources in the health sector were classified into four levels using structural-interpretive modeling. Thus, the risks of ‘perspective based on the non-strategic role of the human resources unit’, ‘perspective based on the inefficient performance of the human resources unit’ and ‘risk of selection and employment’ are in the fourth level, and ‘financial’ and ‘behavioral’ risks are in the first level.

According to the structural-interpretive modeling method, the risk of inappropriate attitude towards the role and performance of human resource management and the risk of hiring and using human resources, as key and critical risks, are the driving force behind other risks in the field of human resources in the health sector. Therefore, to manage and reduce other risks in the field of human resources, it is necessary that we manage them in the healthcare sector.