Contemporary healthcare systems face several challenges. The main management challenges include shortage and low satisfaction of health professionals. Satisfaction and motivation of medical staff is crucial for their stabilization and quality work-medical performance. The positive impact of HRM practices on increasing employee satisfaction and engagement is scientifically proven. Currently, HRM practices in healthcare are used in a limited way, often only at the level of HR or labour law and union bargaining. This is indicative of the low level of HR development. It is desirable to make full use of HRM practices in healthcare. The aim of this paper is to identify and define the challenges of human resource management in healthcare and explain the importance of implementing developed HRM practices to improve the quality of health care delivery. The research method used is a literature search. The investigation of the relationship between quality human resource management and healthcare delivery is considered important because the knowledge and competency to manage people are not necessary to hold a management position in most healthcare professions in Slovakia. In the world’s best hospitals, we find developed HRM with a positive impact on employee satisfaction and medical indicators.

Gamification is used in various HR areas since the 90s. With technologically savvy generations coming to workplace gamification importance as learning, motivation and communication tools shall be growing. However, its spread across industries and its intensity of use is limited so far. The lack of measurement, publication and comparison of gamification outcomes and effectiveness in reaching its goals may be burden for management in gamification implementation. In the article, we describe situation, when gamification is used to present new employers value proposition (EVP) to potential candidates as a HR tool. Using goals and KPIs in measuring impact of the gamification helps to evaluate impact of the tool and may help HR to justify its use in front of the company management in future as well. To conduct the research, we chose management best practice in goals setting and KPI measurement. Further, on case study “Online EVP gamification of New Generation Hospital” we prove that using gamification goals and KPIs gives management answers regarding its effectiveness. The conclusions expand the knowledge about measuring the effectiveness of online gamification.