Sustainable Human Resource Management-Free-Samples for Students

Questions: 1.What Course of action would you recommend to the CEO in the first hospital as a way to Improve the Operation of HRM at the Hospital? 2.What are the key features of building a Sustainable HR Capability? Answers: Introduction In an organization, performance is an essential aspect that will determine the success of the organization as well as the professionalism of the employees (Florea, Cheung, Herndon, 2013). However, effective performance cannot be achieved in an organization without a proper operation management strategies and planning that will ensure the organization is working towards the set objectives. This report presents some of the operation management strategies that can be adopted by the hospital to ensure there is an improvement not only in the HRM but even in the rest of the departments. The paper also focuses on the sustainability strategies that can be adopted by the HRM to ensure the hospital remains productive and competitive despite the internal and external factors often affect the clinical industry. 1.Strategies for improving the performance and operation of the HRM From the case study, several gaps can be identified to contribute to the poor performance evident in the hospital. For instance, there is a poor relationship between the employees, poor management styles, lack of motivation and dedication towards duty, and poor employees welfare such as training and development that can ensure career development among the workforce. Therefore, the CEO of the hospital requires ensuring that he builds a strong working relationship between the senior managers as well as between the manager and the rest of the employees in the organization. Having a good relationship in the working place will also promote the relationship between the employees and patients, an aspect that will increase the rating of its performance as well as patient satisfaction level. It is as well necessary to ensure that the hospital adopts effective governance system, mechanisms, and structures that govern an essential department of the organization such as the fianc and the HR departments among others. For instance, the hospital has poor recording performance since the HR managers are not dedicated to conducting their roles and responsibilities within the organization. Effective governance structures will thus help the organization employs qualified individuals in respective positions by their abilities as defined by the goal oriented structures. The CEO also needs to focus on polishing the hospital to achieve a fragile organization level. In a systematic study, De Lange et al. (2015) denote that a fragile organization is a type of organization that is flexible enough to cope up with both internal and external challenges affecting its performance. The same study denotes that this a fragile organization can be developed by ensuring it creates a suitable learning environment equipped with programs that will impact the knowledge of the workers on challenges that are commonly encountered within the specific industry of operation. For instance, the HR department needs to ensure that the employees of the organization are well aware of health issues affecting the performance of various clinical setting such as disease resistance to drugs, etc. With the knowledge, they will be able to evaluate and understand the right strategies to be adopted to remain competitive and sustain their performance irrespective of the internal and externa l challenges that may affect the organization. 2.Building a sustainable resource capability The term sustainability has been defined in different ways by different authors depending on the topic or field of study. For instance, it is defined as the provision of all the goods and services that the consumers require in the day to day activities as asserted by Ulrich Dulebohn (2015). It can also be said to be the ability to balance the environmental, economic and social factors as reported by Young et al. (2015). With advancement in technology, increase in population, increase in infections, and drug resistance among other factors, it is evident that the society demands are increasing at an alarming rate that the environment can produce. As a result, it is required that the human resource managers understand the concept of sustainability for the benefit of the current and future organizational goals. In the case study, it is evident that the HR management in the first hospital has adopted poor strategic management styles with the HR executives having poor management skills, an aspect that affects the performance of the employees and the productivity of the organization. There are various roles that HR managers are expected to carry out in an organization. In a systematic study, Kramal (2014) points out that an organization can only achieve its goals when it has adopted proper strategic plans that will drive both the organization and the employees towards excellence. However, the CEO of the first hospital thus needs to ensure the hospital adopts suitable management programs that will ensure there are dedication and commitment among the HR managers. It is from focus and dedication that the sustainability can be achieved in the organization. In a systematic study, Jamali et al. (2015) point out that sustainability in an organization can be achieved through four primary factors that can as well be adopted by the hospital to ensure sustainability in the healthcare services is achieved like in the second hospital. These include improving the reputation of the brand, work place culture, improving the labor life-cycle, and the drive efficiency for the employees. Improving the labor cycle requires the HRM to ensure the employees are motivated towards professional success, an aspect that requires the hospital to work on their self-esteem through training and development as well as effective performance appraisal strategies. In other words, effective treatment of the workforce attracts admirable, talented, and performance oriented employees who will ensure there is sustainable service to the patients. It is the primary role of the HR to support a motivated and career development-oriented employee (Amui et al. 2017). The focus on the CEO should be on training of the senior managers to ensure the necessary dedication towards achievement is transferred to the rest of the employees. The organization as well needs to put in place policies and guidelines that monitor the productivity of the organization and identify areas that need improvement. The policies should focus on performance evaluation, staff welfare, targets for the employees, and customer satisfaction by the federal health standard that governs the hospital. These should include job promotions and meaningful incentives as eluded by Longoni, Golini Cagliano (2014). Training is also necessary to ensure the staffs get the necessary skills, knowledge, and mindset towards achieving sustainable professional services to their clients. Conclusion Even though the performance of the hospital is considered to be in its worst stages, it is not too late to change the scenario and put it among the most competitive in the area. Therefore, adopting the above operation management strategies within the organization will help in ensuring it achieves its set goals and objectives. Also, focusing on the above sustainability objectives will assist the management to ensure the hospital not only remain competitive but as well provides health services that meet the desires of the clients. References Amui, L. B. L., Jabbour, C. J. C., de Sousa Jabbour, A. B. L., Kannan, D. (2017). Sustainability as a dynamic organizational capability: a systematic review and a future agenda toward a sustainable transition.Journal of Cleaner Production. De Lange, A. H., Kooij, D. T. A. M., Van der Heijden, B. I. J. M. (2015). Human resource management and sustainability at work across the lifespan: An integrative perspective.Facing the challenges of a multi-age workforce: A use-inspired approach. Ehnert, I., Parsa, S., Roper, I., Wagner, M., Muller-Camen, M. (2016). Reporting on sustainability and HRM: A comparative study of sustainability reporting practices by the world's largest companies.The International Journal of Human Resource Management. Florea, L., Cheung, Y. H., Herndon, N. C. (2013). For all good reasons: Role of values in organizational sustainability.Journal of Business Ethics. Longoni, A., Golini, R., Cagliano, R. (2014). The role of New Forms of Work Organization in developing sustainability strategies in operations.International Journal of Production Economic.. Jamali, D. R., El Dirani, A. M., Harwood, I. A. (2015). Exploring human resource management roles in corporate social responsibility: the CSR?HRM co?creation model.Business Ethics: A European Review. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management. Ulrich, D., Dulebohn, J. H. (2015). Are we there yet? What's next for HR?.Human Resource Management Review. Young, S., Leggat, S., Stanton, P., Bartram, T. (2015). Organisational development in a rural hospital in Australia.Australian Health Review.