Human Resource Management Essay

1438 words - 6 pages

Health Care Human Resources Management
Health Services Human Resource

Health Care Human Resources Management
As the Human Resource Manager of Harrisburg Community Hospital, I am proposing the following strategies in the Human Resource department in order to improve effectiveness and partnership within the hospital.
Current trends for hiring should be analyzed in order to ensure that hospital practices are up to date and relevant to today’s pool of prospective applicants. One current trend that has been growing for several years is the use of social media in researching applicants prior to an invitation to interview. “A recent Aberdeen Group study shows 77% of HR, staffing, and ...view middle of the document...

“PricewaterhouseCoopers, international workplace consultants, conducted a study on the work attitudes of 4,364 millennials, all recent university graduates from 75 countries. The results show that more than 25 percent of the respondents expect to have six or more employers in their careers, 43 percent of those working would consider another job offer, 41 percent prefer to communicate through technology rather than face-to-face, and 7 percent expect to work abroad at some point. An overwhelming majority of respondents favor work/life balance policies and flexible work schedules over financial rewards. A slight majority connects with employer brands whose values are similar to their own.”(Barrett-Bolden, 2015) The HR department must ensure that they are able to earn the loyalty of millennials as this group tends to have a higher rate of turn over, thus incurring higher costs and lost productivity due to the cost of new hire training. HR must also figure out how to offer incentives to this group that highly values their personnel time. Offering incentives such as a flexible work schedule can go a long way to ensure happy employees.
The HR department should also employ strategies that will enable them to become better strategic partners with other departments within the hospital. “Many HR organizations are challenged by the need to strike a comfortable balance between achieving greater HR service-delivery efficiencies and maintaining the "personal touch" culture. Experts believe that HR professionals' continuous struggle to evolve into strategic partners within their organizations often causes them to dismiss the service delivery component of HR as something tactical. The irony, of course, is that effective service delivery is considered the very criterion through which HR can become a strategic partner. Four options that can help define HR's involvement in the organization are as follows: HR maintains total control of the work, from "concept to customer, HR develops the strategy and implementation plans and manages the service delivery process, HR designs and provides the tools that enable other professionals to do the work and HR ensures that service-level agreements are maintained.” ("Transforming HR: Becoming a Strategic Partner", 2015) By implementing these strategies the HR department can begin to develop critical strategic partnerships.
The HR department should also implement a Strategic HR Management Model. “Strategic HRM defines the organization’s intentions and plans on how its business goals should be achieved through people. It is based on three propositions: first, that human capital is a major source of competitive advantage; second, that it is people who implement the strategic plan; and, third, that a systematic approach should be adopted to defining where the organization wants to go and how it should get there. Strategic HRM is a process that involves the use of overarching approaches to the development of HR strategies,...

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