HR Role in Health Sector-Free-Samples for Students-Myassignment

Question: Disucss about the HR's Role in Creating Sustainable Organizations. Answer: Introduction The importance of the HR department in an organization cannot be emphasized enough. The human resource department is responsible for managing people who are the most significant asset of the organization. It also accounts for almost three-quarters of the company's budget (Jiang et al., 2012). With a properly managed workforce, the result is an enthused and satisfied workforce that delivers health services of a high standard in the health sector thus enabling it to accomplish its mission, provide health care, and improve its competitive advantage. Thesis Statement This report's objective is to determine the role of HR in creating sustainable organizations. Furthermore, this study examines a case study of a hospital in Australia that lacks the HR department with an objective of providing an in-depth understanding of the significance of HR to the sustainability of an organization. Recommendations the CEO of the Hospital for Possible Course of Action towards the Improvement of The HRM Operation In order to improve the operation of HRM at the hospital the CEO should first have a dedicated HRM department with a professional HR manager and officials, modify the HR perspective, align HR and Business objectives, monitor HR and exercise control. Dedicated HR Department Strategic human resource management is the process of associating the HR function with the strategic goals of the organization to increase performance (Daley, 2012). The hospital CEO should adopt the HR department for it mainly exists for this reason among others which include evaluation of HR policies, team building, assists in monitoring progress, and keeps the organization legal. Assists in Evaluation Of HR Policies According to Cohen, Taylor, and Muller-Camen, (2012), The HR policies in the organization ensure a better workplace environment and healthy employee relations to each other and with the organization towards the achievement of a sustainable business. The department of HR is responsible for the daily implementation of the policies and the revision of the ones that are outdated and do not align with the mission of the organization. Therefore, the CEO of the hospital should work towards creating a dedicated HR department to deal with the issues of inconsistent application of the HR policies and practices. Team Building. According to Hendry, (2012) the HRM department aids to initiate a sense of team spirit and friendship with the hospital. The success of the mission of the hospital is dependent upon stakeholders, the management, employees, and patients. Therefore, a department acts as a link to open communication among these groups. Such an action will address the issues of staff grievances; turn over, staff shortages and industrial strikes which are affecting the hospital. Assists In Monitoring Progress. The human resource department helps in monitoring of the organizations progress towards the achievement of its laid down objectives and goals in the strategic plan. Over half of the strategic plan is dependent on the cooperation and assistance of the workers and departments within the organization (Snell et al., 2015). The HR department is crucial in making sure that all of these elements of the strategic plan are executed efficiently and in time. Therefore, by the CEO taking an action of creating an HR department will improve the operation of HRM. Keeps The Organization Legal Bratton and Gold, (2012) notes that the HR department significantly contributes to the compliance of the organization with the laws associated with the remuneration, insurance, etc. of the employees. The legislation and policies that govern organizations are complex and vary a lot, but the HR department is not only significant in ensuring that the organizations objectives and plans are legal but also flexible to adapt to changing legal circumstances. Modify the HR Perspective The CEO should first start by changing his/her view of the HR department. The CEO should adopt thinking towards HR that is more than a department that has no significant role in the performance of the hospital other than payroll management. The HR department is also responsible for administrative duties besides processing of the payment. Align HR and Hospital Objectives After adopting the HR department, The CEO should set goals to the office that agree with the vision of the hospital and improve the quality of service offered to patients. For instance, the mission of the hospital is to provide quality health care services to its patients; therefore, the objectives to set for the HR department include employee retention and training development. onitor HR and Maintain Control Now with an existing HR department, the CEO can go forward and ensure that its activities are in tandem with mission and objective of the hospital. For example, the hospital can monitor whether the level of employee turnover, quality of patient care and safety, level of staff retention and morale has changed for the better since empowering the HR department. Significant Features of Building a Sustainable HR Capability According to the Brundtland Commission (1987), Sustainability is the ability to to meet the needs of the present without compromising the ability of future generations to meet their needs. The pressures from regulations and the society have increased the environmental and social responsibility for organizations thus necessitation the emphasis on sustainability. Therefore a sustainable organization can be described as one that contributes economic, social and environmental paybacks to the society and at the same time achieving the long-term sustainability of the organization. The key features of a sustainable HR capability are as outlined below: Recruiting and Retaining Best Talent Kroezen et al., (2015) based on their study argues that Organizations can only succeed in the long-term if they hire and motivate workers who have the ability to respond to and shape the future challenges. Such people are those that can create competitive advantage from the available opportunities that the different market presents, are interested in learning from the consumers, suppliers and colleagues, and who can develop and power long-term and efficient relationships. Establishing Incentives for Outstanding Performance Bal et al., (2012) asserts that the primary source of motivation for employees is an intricate blend of rewards. These can be informed of financial security and bonuses, promotion, recognition of peers, etc. the difficult standard task for HR managers is to come up with the opportunities and incentives that maximize the input of workers to corporate performance (Boselie, 2010). The objective is to motivate the employees to learn on a continuous basis to bring value to the company by improving the overall adaptive capacity of the organization to variations of the environment in which the organization operates. Developing Critical Competencies Organizations ought to develop the skills of its employees on a continuous basis as a way of responding to the evolving demands of clients, investors and the society. The clarification of the required competencies to deliver the strategy of the company as well as to keep up with the different competitive forces is the arduous task of the HR manager. The means of developing these competencies include official training programs, mentoring, peer learning, or participating in community projects (Ulrich et al., 2012). Conclusion This report's goal has been to examine the role of HR in creating sustainable organizations with a case study of a hospital with 400 staff members dispersed across its branches in Australia. The challenges affecting the health sector are examined and appropriate recommendations made. From the study, it was apparent that the hospital is not accomplishing its main work which is to offer quality healthcare to its patients while maintaining a vibrant workforce. The problems it's facing are as a result of the absence of the HR department and manager to oversee the day to day running of the organization alongside the implementation of the policies of the hospital towards providing a healthy working environment for the staff and quality service for the patients. The HR is crucial towards creating sustainable organizations. References Bal, P. M., De Jong, S. B., Jansen, P. G., Bakker, A. B. (2012). Motivating employees to work beyond retirement: A multi?level study of the role of I?deals and unit climate.Journal of Management Studies,49(2), 306-331. Boselie, P. (2010). High performance work practices in the health care sector: a Dutch case study.International Journal of Manpower,31(1), 42-58. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. (5th Ed.).London: Palgrave Macmillan. Brundtland Commission. (1987). Our Common Future: The World Commission on Environment and Development. Oxford: Oxford University Press. 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