The report presents a critical evaluation of the given case study. In the case study, a hospital organization does not consist a dedicated and passionate HR department and senior managers to operate the business effectively. Therefore, the same business and functions are operated by the CEO and finance managers. The report also explains the problems and challenges which are faced by the company. It also discusses the course of actions which should be recommended to improve the operation of this organization. On the other side, it explains the key features to develop the sustainable HR capabilities. It also explains the impact of other association in the same business which already consists the effective and sustainable HR department. The report also explains that how an organization develops and builds human resource management.
Human resource management
Human resource management is the process to manage the human resources. It is designed and planned by the HR department to maximize employees’ performance for the achievement of organizational goals and objectives. The HR department focuses various policies and system of the company so it plays a vital role in every organization. It is responsible for employees’ recruitment process, employees’ benefits, training and development, selection process and performance appraisal (Harzing & Pinnington, 2010).
The human resource department also evaluates and analyzes the productivity of the personnel. It maintains a link between employers and employees. This department is also responsible for implementation of policies, rules, and regulations. The human resource department deals all the issues related to compensation, safety, benefits, performance management, employees motivation and organization development. It also provides help and support to employees for their career planning and development. Now it can be said that an organization cannot survive the business without an effective human resource management (Kompaso & Sridevi, 2010).
Guidelines to improve and develop the HRM
In the given case study, there are numerous challenges and problems faced by the hospital organization. Therefore various suggestions and recommendations can be given to the company for improvement and development of HRM. The first and foremost challenge is faced by the company in terms of unpredictable HR policies and practices by the middle and top management of the organization. In the case study, there is no dedicated HR department so the organization faces many problems and challenges like employees’ conflicts, staff shortage, and absenteeism. The CEO should take some steps to resolve all these consequences and challenges. The CEO and other senior managers should make written policies and strategies to solve all the problems and challenges of the employees (González & Guillen, 2008).
The company should make rules and policies to resolve the grievances, staff shortage and absenteeism of workers. If the employees do not follow all these rules and policies then the company should impose a penalty on the employees. In this way, the organization can improve the performance of the employees and it can develop the effective human resource management in the company. CEO and senior managers should conduct training and development session for the employees. Motivation methods and retention strategies should be developed by the organization to encourage the workers for doing work effectively (Chivu & Popescu, 2008).
CEO should implement an effective incentive and compensation system for the employees. In such way, the organization can motivate and inspire the workers for improving their performance. The organization should also make policies for potential and competence employees. If an employee is doing good work then the organization should promote that employee. Promotions and appraisals provide satisfaction to employees and it can help to build the morale of the employees. The association should provide a good working environment to the employees. CEO should appoint a person who can find out the causes and problems which are rising in the organization. The senior managers should also improve the managerial and technical skills of the employees (Paauwe, 2009).
Key attributes to develop and build a sustainable HR capability
The sustainable human resource management plays a significant role in every organization to expand its business and trade. In the given case study, a sustainable human resource management is needed for solving all disputes and grievances. It provides a good framework and structure to the organization. Therefore the organization needs to make strategies to build a sustainable HR capability. Sustainability is an evolving and dynamic concept which is essential in human resource management. A sustainable HR capability maintains balance in the various factors such as social, environmental and cultural (Janssens & Steyaert, 2009). Sustainable human resource management is the process of using tools of HR to create and maintain a workforce in the organization. It also includes all traits such as values, belief, skills, motivation, and trust. The key features to develop and build sustainable HR capabilities which are discussed as below.
- Training and compensation strategy: The organization should make a strategy for training and compensation of employees. It will provide knowledge to employees and information to employees for performing task and duties. This strategy also will help to improve the managerial skills of the employees.
- Recruitment and selection strategy: An organization must follow a valuable and effective recruitment and selection strategy. Through this strategy, the organization can recruit potential and competence employees for doing work in the organization and it can also help to build a sustainable human resource management (Ehnert, Harry & Zink, 2013).
- Culture based strategy: This strategy provides support to employees to understand the culture of the organization. In an organization, people come from different background and culture so the culture based strategy plays a significant role in sustainable human resource management.
- Motivational strategy: It is a very effective strategy to build a sustainable human resource management in the organization. Therefore, the organization should build and develop the motivation and learning strategy for the employees. In such way, the company can improve the production efficiency of the employees.
- Performance appraisal strategy: The organization should make performance appraisal strategy to build a sustainable human resource capability. The company should provide appraisals and promotions to employees according to their performance (Jackson, Ones & Dilchert, 2012).
- Knowledge and information based strategy: This strategy provides knowledge and information related to work and production. So it is an essential strategy to build a sustainable HR capability in an organization (Mandip, 2012).
HR practices and strategies also include the money based strategy, service based strategy, and time-based strategy, financial and non-financial strategy. Now it can be assumed that sustainable HR practices and strategies play a significant role in organizational performance as well as HR function. Human resource management must provides support for the development and implementation of company sustainable strategy. HRM should provide the HR solutions for the sustainable capabilities. In the given case study, CEO and other senior managers should try to develop the sustainable human resource management in the organization (Bratton & Gold, 2012).
The given case study talks about the human resource management issues and its impact on the organization. In this case study, CEO and other senior managers of the organization face many key challenges related to human resource management.
Now it is concluded that CEO should provide the recommendations and suggestion to improve and develop the human resource management in the organization. On the other side, the company should develop and build sustainable HR capabilities in the organization. It should also develop and implement effective policies and procedures to develop and build the human resource management in the company.
Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.
Chivu, I., & Popescu, D. (2008). Human resources management in the knowledge management. Revista Informatica Economica, 48, 54-60.
Ehnert, I., Harry, W., & Zink, K. J. (Eds.). (2013). Sustainability and human resource management: Developing sustainable business organizations. Springer Science & Business Media.
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Harzing, A. W., & Pinnington, A. (Eds.). (2010). International human resource management. Sage.
Jackson, S. E., Ones, D. S., & Dilchert, S. (2012). Managing human resources for environmental sustainability (Vol. 32). John Wiley & Sons.
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Kompaso, S. M., & Sridevi, M. S. (2010). Employee engagement: The key to improving performance. International journal of business and management, 5(12), 89.
Mandip, G. (2012). Green HRM: People management commitment to environmental sustainability. Research Journal of Recent Sciences, ISSN, 2277, 2502.
Paauwe, J. (2009). HRM and performance: Achievements, methodological issues and prospects. Journal of Management studies, 46(1), 129-142.