Human Resource Dtrategy Formulation - Implementation - and Impact

Question: Discusss about the Human Resource Dtrategy for Formulation, Implementation, and Impact. Answer: Introduction: This report has been constructed to understand the importance of the human resource management for the health care service. There is no doubt about the importance of the human resource management in case of health care services because there are few factors that make this industry challenging. Customer satisfaction, performance of the healthcare staffs are the major player in this sector and thus management of the human resources are highly appreciated in terms of reforming healthcare services. Human resource management considers the development of both the individual employee as well as the functions of organizations. Human resource management improves the measures like communication, cooperation, talent retention and other factors that can be influential for the satisfaction of both the employees and the customers. The objective of this report is to understand the significance of the sustainable human resource management and the approaches that CEO of the First Hospital can adopt to make the human resource management more effective and functional. Background to the topic: The first hospital has taken the initiative to give their service in a location that is geographically isolated; however, the hospital is facing problem regarding the lack of appropriate structure for the human resource management. There is a different provision for the payroll department of the employees; however, the department is supervised by the CEO and its finance manager instead of the human resource management authority. Also, there is another problem; all the functions meant to be handled by the authority concerned to human resource management have been monitored by the middle managers. There are several facts such as recruitment and selection of the employees, development of those selected employees and management of their performances that come under the functions of human resource management (Mondy Martocchio, 2016). All these dimensions are important to obtain a functional and effective organizational structure. On addition, Dias (2016), mentioned there are another impo rtant criteria of the health and safety issues for the employees; if the employees are not satisfied with the working environment, it consequently hampers the production and performance of the employees. As mentioned before, attributes that are typically followed up by the human resource administrative bodies has been now supervised by the middle managers; this matter has become serious as the managers are not concerned about the required activities. From the thinking of CEO version, it can be said that the CEO is satisfied with the present organizational condition of the First Hospital as the CEO thinks that suggestions of the consultants who comes for a single time in a week are sufficient to handle all the issues of an organization. Bratton and Gold (2012), mentioned that if the management of the organization does not provide adequate attention to the employee satisfaction and their requirements incidents like shortage of the staffs, absenteeism and turnover, staff grievances and industrial disruption occurs. All these issues leave a negative impact on the reputation of the organization. For the First Hospital, lack of the appropriate managerial structure to accomplish different activities for the sake of employees' benefits have become the most important issue and thus a recommendation has been given in this report along with the different accounts on the sustainable approach of the human resource management. Recommendation for CEO to improve the HRM operations: As discussed before, First Hospital is facing serious issues regarding the management of their employee relation. There is no such distinct administrative body for the human resource management in the First Hospital; thus, management disturbance has become a common issue for the hospital. Employees are not satisfied with the current provision of the company. Moreover, the present authority is least concerned with the benefits and management of the employees. This kind of negligence has turned into a negative recognition for the company. The CEO of the company has also limited the management activities on the suggestions of a consultant. Here, few recommendations have been given to the CEO so that a transparent idea can be obtained by the CEO of the hospital and required actions can be implemented. Formation of the human resource management authority: It is the utmost concern for the First hospital. The hospital must prioritize formation of a separate body that will look after the issues related to the employees. As mentioned by Lis (2012), human resource management is one of the pillars for a stable foundation of an organization; thus without any proper employee management group First hospital is lacking the standard, effective and functional structure. Rely on the decisions of HRM: As till the present date, CEO and other managers were responsible for taking decisions for the employees and organization, it can get difficult for them to agree with working manner of the human resource management. The first hospital should follow the suggestion of Mello (2014), who said that an organization should trust on the suggestions and working principle of the human resource management because that is the particular concerning entity that has the proper knowledge on how the complicated issues can be maintained. The CEO should give the HRM freedom to take decisions for the good of the employees and organization. Implementation of the recommended approaches: The importance of the recommendation from the human resource management relies on their proper implementation (Riley, 2014). There will be no advantage if the First Hospital is not considering the recommendations of the employee management authority. Evaluation of the recommendations: After the company implements all the recommendations of the HRM, they should follow the major step of evaluation of those steps. This approach will help the CEO to understand whether the approaches were valid or not. In this regard, the CEO can organize a meeting with the human resource manager so that he can understand the aim and gap between the implementation and result. Moreover, having an internal communicative approach in an organization can help to understand the requirement of the employees and most appropriate approach to fulfilling those requirements (Bamberger, Biron Meshoulam, 2014). Key characteristics of sustainable HR capability: As mentioned by Purce (2014), sustainable human resource management is significant because it evaluates the competencies and enhances the knowledge to drive the competitiveness of the business towards the aims and objectives of the company. The main focus of the sustainable management is to obtain an interactive and effective relationship among the employee and the management of the organization. Sustainable human resource management shares three values while dealing with the human capital, i.e. caring, sharing and respect. Sustainable human resource management aims to increase the talent of the employees as well as help them to become ethically concerned. As mentioned by, Storey (2014), sustainability in the human resource management mainly follows two aspects- one is to maintain the conditions that can allow each employee to subject of sustainability, also develop a system that is capable of attracting, motivate, engage and regenerate the employees and their performance. On the oth er hand, the sustainable approach of the human resource department also looks into the matter of cooperating with the management of the organization, shareholders of the company so that the company can work in the interest of both the employees and organization. Sustainable human resource management helps an organization to realize the importance of the social, economic, environmental and human sustainability goals and act accordingly. According to, Alfes et al. (2013), sustainable human resource management can be defined as the managerial approach that involves strategies that can easily fulfill the demands of the present day as well as can also meet the future prospect of an organization. Sustainable human resource management holds a broad view towards the organization such as the understanding the economic, environmental and economic factors. In this regard, the organization also protects the right of the employees and their requirements. The sustainable approach includes several factors like taking the right decision, following the steps that result positively for both the employees and the organization. Sustainable human resource management includes the following measures: Recruitment and selection: Recruitments and selection are the major attributes for an organization. As mentioned by, Ehnert and Harry (2012), if the organization has the perfect employees recruited for their company it will be easy for the management to develop their skills and performance. Development of the employees: Development of the employees involves the provision of the proper training to the employees so that their skill and knowledge can be improved and the better outcome can be yield. If an organization follows the approach of sustainability, they consider the fact that employee gets the appropriate learning that can be helpful during the practical practice. Cooperation with the management: It is another important approach to the sustainable human resource management. As mentioned by, Jackson, Schuler and Jiang (2014), if there is a conflict between the authority of the organization, shareholders, other internal partners of the company and the human resource department of the company, it is not possible to obtain the best outcome for the organization. That is why the sustainable approach is required to eradicate any conflicted situation from the organization; this approach makes an interactive relation between the different partners of the organization so that the continuity of the structure can be maintained. Ethical consideration: Maintenance of the ethical consideration is important to make the practices and activities of the organization viable and practical for the employees. Employees become more concerned about the ethical practices when the organization adopts the approach of human resource management; the employees have clearly described the rules and regulations of the organization so that they can strictly follow those. Moreover, Kramar (2014), mentioned that in a sustainable human resource management, the manager also ensures that there is no loophole from the end of authorities while talking on the ethical concerns; they manager also monitors that the situation is getting complicated for the employees due to the imposition of the regulatory provisions. Sharing, caring and respecting: All these three elements are important measures of the sustainable human resource management. Sharing denotes sharing of the values and opinions of the organization. Employees are given equal importance for in any major decision making processes. Caring involves the maintaining the working atmosphere; health and safety acts are the major consideration in this regard. The employees should be satisfied by the environment in their workplace so that they can give their best efforts to obtain the maximum outcome (Buller McEvoy, 2012). Respecting involves evaluating and treating all the employees equally regardless of their social, cultural and economic background. Employee retention: Sustainability of the human resource management involves the application of the approaches that can result in more engagement of the employees (Delahaye, 2015). The authority of the human resource management helps the organization to implement such aspects that can bring satisfactory results for the employees. Few strategies that an organization follows for the employee retention are reward recognition, monetary compensation, benefits and work-life balance. Conclusion: Therefore, it can be said that this report has attempted all the dimensions required to understand the importance of appropriate structure for the human resource management. Here, issues from the First Hospital have been chosen to make out the conditions that have been affected by the lack of proper structure of the human resource management. Moreover, the hospital has relied on the CEO, finance department and the middle manager to shape the activities related to the employee management. This report has given a recommendation for the CEO of the hospital so that proper guideline can be followed by the organization while conducting the human capitals. Sustainable human resource management has started to gain the attention of the researcher as this new approach has already taken an important place in case of discussion for the human resource management. This report has discussed the importance of the sustainable human resource management approaches that can be proved beneficial for both the employees and the organization. The sustainable approach involves the interest of both the employees and the stakeholders and other partners of the organization. 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