Beyond Strategic Human Resource Management

Question: Discuss about the Beyond Strategic Human Resource Management. Answer: Introduction: The CEO of the hospital must understand that an effective Human Resource Management (HRM) is the key for any organization success. An organization cannot develop unless the employees of the organization are satisfied. Moreover, in an organization like hospitals it is even more essential for having an integrated Human Resource Management policies and procedures as employee satisfaction directly reflects on the services provided to to the service users (Armstrong Taylor 2014). An integrated employee management system will not only help the hospital to attain employee satisfaction but also support the hospital with its overall development. The hospital has to have a proper framework of HRM within it as a weekly visit by a professional will have no relevant effect of the development of HRM practices within the hospital. A few strategies, which must be adopted by the CEO of the first hospital in the case study, are discussed as follows. Positive working environment: a positive working environment within an organization is the key for achieving employee satisfaction and eventually its own growth. A positive working environment has to be created within the hospital by taking care of the employee well-being. This can only be done by allocating adequate time to address the needs of the employees of the hospital. If the employees feel that, the organization is taking initiatives to address their issues they will also take a step towards their own betterment and eventually the growth of the hospital. Comparing the services provided by the second hospital in the case, with the first hospital it can be made clear that the second hospital has a better customer satisfaction index as the employees of the organization are satisfied. Well being can be achieved within the employees of the hospital by motivation, constructive criticism of poor work, avoiding micromanagement and providing positive feedback to the employees. If the CEO adopts such strategies, the employees would not only survive the working environment but will prosper within it, which would eventually reflect to customer satisfaction (Bratton Gold, 2012). Employee orientation: If the employees of the hospital are taken care of from the word, go there will be far lesser chases of disputes and grievances. The CEO should take the initiative to help the new employees or those who are facing problems to understand the culture of the hospital and what the organization is expecting from him. The employee should be provided with enough scope and adequate time to make adjustments towards their jobs. If the employees are facing problems in understanding their roles towards the organization, they have to be supported by the management through proper information and training (Bamberger, Biron Meshoulam, 2014). Rewards and Recognition: the hospital must ensure that equality is maintained with respect to the wages provided to the employees. However good work by the employees of the hospital has to be recognized by the management. These rewards could be monetary benefits or simple praises but they must be present within the organization to motivate the employees and ensure a healthy completion within the organization. The employees should also be provided with rewards based on the services user satisfaction index, which will automatically result in better service provided by the employees. This will also result in less employee grievances, absenteeism, retention and turnovers, as the employees would be motivated and work to attain rewards and recognitions (Storey, 2014). Training: The training of the managers with respect to human resource management of the employees is the most wanted activity, which has to be included in the management system of the hospital. Not only the managers but also the employees have to be properly trained with respect to their role in the hospital. The skills, knowledge and capabilities of the managers and the employees with respect to their job have to be enhanced through proper training. The training program has to be cost effective and planned so that the hospital can derive maximum benefit from it. The training program will also make the employees feel that the organization is taking interest in their personal development and as a result, they will put more effort towards the training. E learning can also be taken as an initiative by the CEO in order to stay up to date with modern training techniques (Purce, 2014). Relationship improvement: The relationship between the employees and the organization is an important factor, which determines organization success and employee satisfaction. If the employees do not have a good relationship with the management then it would eventually have an adverse effect on the service providers as well as the service users. If there is a good relationship between the hospital and its employees, it would develop a sense of responsibility among the employees and they will provided better services to the service users. Relationship within the hospital has to be developed through a well-planned communication and interaction plan. The employees should be made to interact with the management in the course of work and it has to be ensured by the hospital that there is no miscommunication between them. The hospital can also raise employee satisfaction and strong bond with the management through periodic fun session for the employees, which would help in enhancing interac tion (Mello, 2014). Work life balance, flexibility and wellbeing: In order to ensure employee satisfaction it is very important for the management to address the well-being and work life balance of the employees. The employees have a personal life outside the organization, which has a huge impact on their work life. The hospital has to develop a panned program for the personal development of the employees and see that there is a proper balance between their work life and personal life. The employees should also be given a scope for flexible working hours, as this will particularly solve the problem of absenteeism within the hospital. The managers have to ensure that the needs of the employees are properly addressed and the managers must solve all disputes in the initial stages. The hospital also has to ensure that they included proper health and safety measures within it for the employees so that there are fewer accidents in the future (Hendry, 2012). Key Features of Sustainable Human Resource Capability: Human Resource Management is one of the key factors for the success and growth of any organization. Sustainable Human Resource consists of gathering the needs of people at present without compromising the ability of future generations. It includes a broader view of social, environmental and economic outcomes. The key features of sustainable human resource are as follows: The strategies of the HR should consists of providing better time management in the hospital and providing opportunities like job sharing, part time jobs and occasional leaves to motivate their employees. Introduction of monetary based strategies, which include vouchers for childcare, better working environment and paid leaves. Cultural strategies like training the managers are necessary so that they properly communicate with the employees and solve their conflicts respectively (Bratton and Gold, 2012). Encouraging Employees: One of the most important factors while creating a sustainable organization is to encourage their employees and provide them motivational support. The first hospital in the case study has over 400 staff. The overall infrastructure of the hospital is good but it lacks proper Human Resource Management procedure. In addition, for this very reason they are facing huge challenges in the organization, with high rate of disputes, staff grievances and shortages. Whereas in the case of the second hospital the Human Resource department is functioning smoothly as their CEO has provided many measures in creating a sustainable management practices. The employees of the hospital must not only be motivated through Efficiency in training methods and a better appraisal of performance will lead to the high morale of the employee and will work smoothly in the organization and the success of the organization will be increased (Buller et al, 2012). Retention of Employees: In every organization, there is labor unrest or disputes among workers. It is the responsibility of the Human Resource Department to address these problems with utmost care and sincerity. It is very much necessary for an organization to retain its employees because recruitment cost much more than retaining an employee. In the case study the problem with hospital one is that, they have employed a consultant who comes weekly to check the progress of the organization human resource practices. Human resource management is a critical and influential job, which cannot be done by just by coming weekly. Therefore, if hospital one wants to accomplish success they need to maintain proper Human Resource Infrastructure and policies in the organization (Buller et al, 2016). Employees can only be retained if they are happy and satisfied with their jobs and the working environment. The long-term wellbeing and work-life balance of the employees have to be addressed properly b y the management in order to ensure sustained growth of the employees. The management must address the needs of the employee adequately so that they do not consider leaving the organization for another. This can be explained better through a comparison with the second hospital where the employee retention percentage is higher because of an effective Human resource management. Recruiting Employees: One of the most important factor in sustainable human resource capability is recruitment of employees. Long-term success of any organization is based on how well they recruit their employees. Recruitment must be done effectively because the individuals those are selected are to create a competitive advantage in the future for the organization. An employee must not be selected only because of their skills if they are not fit to adjust with the culture of the hospital they should not be recruited, as it will pave the way for employment disputes and grievances (Paillee et al, 2014). Performance Appraisal: Performance Appraisal consists of evaluating the performance of an employee by providing them adequate training before pursuing a job. It not only helps the organization but also the employees by boosting their morale and educating them. With proper Performance Appraisal measure hospital, one can redress to the conflicts and provide adequate solutions to the employees. Efficiency of the staffs will be increased and rate of absentees will be reduced. With proper performance appraisal of the employees hospital one will be able to solve all the problems relating to patients and staffs of the hospital (Kramar, 2014). Informational Strategy: To become successful for any organization it is necessary for them to adapt new technology and human resource as their top priority. The informational strategy includes creating new organizational structure, and providing new management practices with the help of which and effective working environment is created. In the following case study hospital one infrastructure is quite amusing but due to lack of informational gaps between the levels of hierarchy it is getting harassed the rate of accidents are increasing in the hospital. Whereas the second hospital has a dedicated human resource team, which provides successful informational mechanism in an organized way this structure is, absent in the first hospital (Buller et al, 2016). Cultural Strategy: The cultural strategy of sustainable human resource management includes maternity leaves, better working conditions, health relationship between the human resource and employees. It is necessary for the human resource team to grant special leaves to their employees, which encourages them; better working condition includes proper lighting and clean environment of the workplace. This motivates the employee and provides hunger to work for the organization (Kramar, 2014). Change Management Strategy: This strategy includes changing the working environment with the effect of changes happening around the world. With the help of globalization, it is mandatory for every organization to change. New and modern methods of trainings must be used to provide employee satisfaction and needs. With the help of change management hospital one will be able to re organized their hospital in a new way and provide benefit to the workers. Through this process, the Human Resource Department will be able to assign global framework model in the organization. It also includes long-term security benefits to the employees (Buller et al, 2016). Team Work Collaboration: The most important task of any organization is to work together to achieve common goals. Teamwork enables any organization to be successful. With proper collaboration of work hospital one will be able to identify its shortcomings. The HR must provide group tasks to their employees, which will help in building teamwork. While working in a team individuals can estimate their potential and solve interpersonal disputes among them. This will gradually increase the efficiency of workers and provide better opportunities for organizational success (Bratton and Gold, 2012). References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bamberger, P. A., Biron, M., Meshoulam, I. 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