The Role of HR in Creating Sustainable Organizations-Free-Samples

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 Human Resource plays a vital role in an organization. In order to achieve the organizational benefits it is important to bind the people and organizations together. It may be defined as a set of policies, procedures and practices designed in an organization to maximize its benefits and achieve its goals. It is said that it is an essential but unique part of management which brings together men and women enabling them to contribute in success of the organization (Lengnick-hall, Beck, Lengnick-hall, 2011).This report critically examines a scenario of a hospital which does not have a dedicated Human resource department and the functions of HR are performed by the CEO and finance manager of that organization. The case study also includes a similar size hospital with HR function. This report communicates the comparison between the two and establishment of the sustainable HRM in the former organization. It also describes building a sustainable HRM including its key features and strategies . Human Resource Management and its objectives Human resource management is defined as planning, organizing, staffing, controlling and directing human resources of an enterprise. These functions lead to the achievement of organizational, personal and societal goals (Guest, 2010). Primary objective of HRM is to ensure objectives of both employees and organization and this is achieved by integrating the interests of employee and management with an overall achievement of organizational objectives. According to Scullion, Collings Gunnigle (2007) ,Objectives of HRM are categorized as under - Personnel Objectives- This includes keeping employees motivated and providing them job satisfaction. Organization objectives cannot be achieved until and unless quality of work life of employees is stable. Organizational Objectives- a long run perspective can only be established after achieving organizational goals, Human resource should work for effectiveness and efficiency of this objective. Societal Objectives Organization should manage its human resources in an ethical manner which includes following the ethical and legal standards and minimization of negative impact on societal demands. Functional Objectives- For proper utilization of resources it is essential to have an appropriate level of HR function. Efficient employment of resources in various functions of organization which results to most productive and beneficial for organization. 1.Courses of action for improving HR function There are various challenges faced by the hospital due to which improvement is required in HR function. The following points shall highlight the challenges in hospital and course of action to improve the same Inconsistent application of policies and practices To overcome this issue Hospital should set up a separate department for formulating policies and a written document should be provided for effective implementation and the document should be reviewed time to time by department for improving reliability and resolving issues relating to it. High level of staff grievances In the course of job when an employee faces dissatisfaction it is called as grievances. Best way to address this issue is establishing a system in which a central location is made to place complaints and one person addresses the grievances and resolves the same in confidential manner and a schedule made to address the issues so that timely grievances are resorted. To make this system more efficient categories of complaints for easy identification of problems (Wright Mcmahan, 2011). Complaints should be addressed in simple 4 step process, which is Acknowledgement, investigation, decide and act. Reviewing is an ongoing process which should be done after every stage (Reenen Bloom, 2011). Employee Absenteeism and Turnover- It is most common problem faced in organization. This can be dealt by introducing various laws such as Family and medical Leave act or workers compensation and also by enforcing a proper attendance policy , programs designed for improving wellness of employees , different employees needs be accommodated by changing schedules time to time and also keeping employees motivated (Marler Fisher,2013). Turnover can be reduced by appointing right people who fit with the culture of organization, providing recognition and rewards to employees, bringing flexibility in work culture and encouraging appreciation and kindness. Staff Shortages Shortages of staff can be addressed by considering hiring, offering raises in pay address the reasons of reduction in turnover ratio, improvements to be brought forward in management skills, re- evaluating the manner of recruiting staff, making tie-ups with various recruitment agencies and most important is to apply workforce in different way as per their needs (Scroggins Benson, 2010). There were various other challenges such as compromises in quality leading to serious incidents which will be automatically improve after implementation of above courses of action. CEO and finance manager should implement above actions for resolving the issues without establishing a dedicated HR function organization. 2.Building a sustainable HR capability For building a sustainable HR capability it is important to understand the term sustainability which can be defined as meeting needs and demands of organization without sacrificing the future. A new concept is introduced after strategic human resource management which is known as sustainable human resource management which aims at linking the humans and sustainability (Rompa, 2011). It is very important to build a sustainable HRM for business growth and effectiveness in functions performed by employees in an organization. For creating a sustainable HRM in an organization it is required to ensure sustainability effectiveness in following areas Leadership Development- For building sustainable HRM it is required to provide unlimited capabilities of leadership to employees who have high potential. It is an effort to reach the corporate goal. Talent Management Significant contributions are done by HR in talent management (Farndale, Scullion and Sparrow,2010). Workforce Engagement It is a major challenge in the organization to enable workforce engagement because it is essential to gain customer satisfaction and business growth (Gollan,2017). Training and development It is very important to train staff for effective implementation of the department. Educating people lead to sustainable development. Ethics and governance- Ethics is very vital for business growth. For establishing a sustainable HRM it is a pre-requisite for the same. Creation and training of values - it is the most essential foundation for the company. Health and Safety HR should be responsible for health and safety of employees. For creating sustainability of employees it is very important to take care of health and safety. Strategies relating to time, culture , information and money based Various strategies are established for effective implementation and building of HRM. Time based policy includes flexible timings and part time work cultures , Culture based includes understanding issues of staff to achieve employee satisfaction, Information based relates to systems and provides internet and intranet services and lastly money based strategy includes peak time incentives and benefits for employees (Chuang Liao 2010). Conclusion This report has critically examined the two scenarios of hospital in which one is with HRM and the other is without HRM function. In HRM practice and research, sustainability is an emergent occurrence. The challenge which an organization is facing is developing business and world stability. This report has made contribution to both the courses of action to improve organization and a building a sustainable HRM. . Overall picture is also presented. Since the organization was facing difficulty in its work a new HRM system and its capabilities for creating a sustainable HRM along with various features and strategies implemented are defined. It can be therefore concluded that CEO and finance manager should segregate the function of HRM by establishing its own department as this could lead to business growth and successful implementation of corporate strategy. References Chuang, C. Liao, H. (2010). Strategic Human Resource Management in Service Context: Taking Care of Business by Taking Care of Employees and Customers, Personal Phycology, 63(1), 153-196. Farndale, E., Scullion, H. and Sparrow, P. (2010). The role of the corporate HR function in global talent management , Journal of world business ,45(2), 161-168. Gollan, P. (2017). Human Resources, Capabilities and Sustainability. London school of economics, UK. Guest, D. (2010). 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