Human resource management is an integral element of an organization. The HR department carries out a number of tasks, like recruitment, selection, training and development, leadership management and boosting the morale of the staffs. The two case studies shows how presence and absence of Human resource department in an organization, affects the organization (Reiche et al., 2016).
In the case studies there are two organizations, the first is a hospital where there is no proper Human resource department and no senior manager. The CEO of the hospital is in assumption that everything is fine but there are a number of issues in the organization, like the employee turnover, absenteeism and other patient management related functions. In the second organization, there is a HR department and all the functions are carried out in a very organized manner (Tyson, 2014).
It is very important for every organization to have an internal human resource management department rather than hiring a consultant for carrying out the HR functions. A number of activities are carried out by the human resource mangers that need to be performed by a separate department because it has a vast area of operation (Storey, 2014).
The CEO of the organization needs have a separate Human resource department. The middle level managers would not be able to perform the HR functions by devolving it virtually, because HR functions are very complex. The Payroll functions are a part of human resource management so the HR department should do it. For any organizations the policies and the framework should be confidential therefore it is not wise for the CEO to have a consultant who is not an full time employee of the organization, there are chances that the consultant can leak confidential information related to the organization. A consultant is an employee of the organization and will not know the organization and its employees better than any other staff who works in that organization. The CEO can hire any from the senior managers to be the senior Human Resource Manager. The present policies and practices of the organization need to be revised (Purce, 2014). The CEO should arrange a meeting with all the managers and discuss about framing new policies for the organization. Proper planning needs to be done for establishing a in house HR department. All the middle level managers need to be told about the concept of Human Resource department and its benefits. A proper training needs to be provided to the staffs that will be joining the new new department. The recruitment and selection procedures in the organization need to be changed so that the employees hired have efficient knowledge and skills in the area of their operations. A proper investigation is needed to find out the reasons behind the increasing number of absentees and employee turnover. The reason behind the job dissatisfaction of the employees should be identified and the CEO should take suggestions from the employees about the measures that are required to be taken to make the present condition of the organization better (Kramar, 2014). The employees are needed to be motivated so that they can provide efficient healthcare services to the patients. The grievances of the employees are to be addressed if any, and they should be resolved. For motivating the employees the CEO should reward the good performers by offering them monetary or non-monetary incentives (Snell, Morris & Bohlander, 2015) . The employees who are underperforming needs to be given proper training. The appraisal and promotion policies of the organization needs to be revised so that employees are motivated to work efficiently and there is less issues like absenteeism and employee turnover (Marchington et al., 2016).
Features for sustainable human resource capabilities
For building sustainable Human capability first, it is very important for the organization to have a Human resource department. The Human resource department is responsible for carrying out all the functions related to the human resource of the organization, like recruitment and selection, training and development, wages and salaries of the employees, promotion and appraisals, motivating the employees and holidays and leaves of the employees. The organization needs to have a broader outlook that is focused towards sustainability. It is only possible if the organization does not restrict itself to the issues that it is presently facing but it needs to anticipate the future issues and act accordingly (Beardwell & Thompson, 2014).
Training and development will help the organization to be ready for the changes that might occur in the future both internally and externally. Employees are needed to be motivated so that they are enthusiastic about their job and enjoy working. Job engagement and job satisfaction is very important features required for the sustainable human capability. Any organization that appreciates and acknowledges the efforts of its employees and rewards them if they perform well will retain employees for a longer time. The promotion and appraisal of employees makes them loyal to the organization because it gives them scope for growth. The organization needs to be a platform that gives its employees continuous opportunity to grow further. Apart from that, the policies and practices related to Human resource needs to be transparent and should be clearly communicated to the employees. The organization needs to have good quality of staffs that can be motivated and have desire to learn new things, the employees hired should have adaptability and flexibility so that they can adjust in different working environment that might change. The policies related to misconduct needs to very strict so that it creates discipline in the organization, which is very important. The employees should be made to work in harmony by teaching then them the benefits of teamwork. The leadership style practiced by the managers should be such that it allows employee participation. The leaders should direct and lead the employees towards the right direction, it should not be that the managers are practicing unethical practices and are encouraging the employees also to follow the same path. It is very important for the leaders in the organization to set an example for their employees so that the sustainability can be achieved. The organization as a whole needs to be ready to evolve and adapt to the future changes that might occur in the external environment, adaptability and flexibility are the main factors that help any organization to achieve sustainability be it in Human capability (Armstrong & Taylor, 2014).
It can be concluded from the two case studies that every organization needs to have a proper Human resource department, absence of HR department creates many issues as can be seen in the first organization where an external consultant comes once a while and reviews the policies and practices of the organization. An external consultant cannot solve the issues of the organization there has to be a HR department that will solve all the issues in the organization. The second organization is the perfect example of an organization that has a HR department and hence has very less issues.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. https://books.google.co.in/books?hl=en&lr=&id=TCwoAwAAQBAJ&oi=fnd&pg=PR2&dq=Armstrong,+M.,+%26+Taylor,+S.+(2014).+Armstrong%27s+handbook+of+human+resource+management+practice.+Kogan+Page+Publishers.&ots=wAgj_qVV1s&sig=WAgGEe_pOIowKEQW_mtDxhrmcJI#v=onepage&q&f=false.
Beardwell, J., & Thompson, A. (2014). Human resource management: a contemporary approach. Pearson Education.
Chelladurai, P., & Kerwin, S. (2017). Human resource management in sport and recreation. Human Kinetics.
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), 1069-1089.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.
Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Reiche, B. S., Mendenhall, M. E., & Stahl, G. K. (Eds.). (2016). Readings and cases in international human resource management. Taylor & Francis.
Snell, S. A., Morris, S. S., & Bohlander, G. W. (2015). Managing human resources. Nelson Education.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
Tyson, S. (2014). Essentials of human resource management. Routledge.