Human Resource Management Measurement and Appraisal

Question: Discuss about theHuman Resource Managementfor Measurement and Appraisal. Answer: Introduction In most of the literatures they have highlighted the importance of the human resource management towards the development of quality of the health care services in hospital. They already have found out the incentives and offers motivation to function and follow the methods of bonus deals by enhancement of competencies to develop on the efficiency of the individuals that are employed in the hospitals (Bakker, Demerouti Verbeke, 2004). The human resource management is important in the area of the healthcare as well as other service sectors, particularly where the consumers are facing problems due to efficiency of the staff who have got experience along with the quality of performance. Furthermore, human resource performs important role in the success of the reforms of the health sector. It is concerned in the development of individuals as well as the organization which they perform. The primary duties which is related to the human resource management include: the task analysis and the staffing, measurement and appraisal of work force capabilities, business and use of the employees, maintenance of the workforce and professional development of employees. The first hospital in the case study does not have a HR department and senior HR manager that are dedicated (Bakker, Demerouti Verbeke, 2004). This is a great concern to the organization especially when the CEO and finance manager runs the department on their own. They do not have the expertise to know the strategies to oversee all the policies and practices are implemented. The report would address on the ways to improve on the operation of the human resource management. Additionally, the key features of building on a sustainable HR capability would also be discussed drawing appropriate models and theories. Ways to Improve on the Operation of the Human Resource Management The first way the CEO could improve on the operation of the HRM is to investigate on how the human resource contributes to the overall achievement of the organizational objectives (Huselid, 1995). This start by identifying on at least three activities of HRM of the organization these are: staffing, training, motivation and recruitment. The HRM functions have various activities such as deciding on the needs of the staffs, recruiting and training of the employees, and dealing with performance issues (Armstrong Taylor, 2014). The human resource management is based on how organization utilizes on the employees when achieving any of the two objectives within the business. The CEO should efficiently utilize the talents and expertise of the workers to be able to obtain the functional aims that are the main intend to the organization. Along comprehending on these objectives it is important to also look at what makes individual workers to be satisfied with the working environment, the reward as well as the benefits they receives. Individuals are the main resources that is used by the organization (Bratton Gold, 2012). Presence of HRM is concerned with organizing as well as looking after the people in the workplace. The CEO should understand that on a daily basis the HRM is concerned with recruitment, training, selection a s well as improvement of the staff performance. These are significant elements of the HRM. Further, it recognizes on how many people are needed to enable the business to drive at its full efficiency. Justification of the Objectives Achieved by Effective Human Resource Management Any CEO who is known with the main areas of the organization to their area has probably some experimental firsthand on the environment of the business it has changed over the recent years. These changes have impacted on the effort of the organizations to be successful. In the hospitals efforts have been made to identify more clearly on the factors that impacts on their success in the HRM (Battilana Dorado, 2010). The need to recognize on the possibility of the sustained success is significantly dependent on the learning how to get optimum away from the workers. Identification of aspect for instance recognition possesses a leading effect on the methods of the HRM (Kehoe Wright, 2013). The function of the employees, the human resource management, managers and personnel in the hospital are all anticipated to see the changes in the department of the human resource. Every individuals who is being employed in the health sector should understand on the significant of the human resource an d the effectiveness of the HRM to the success of the organization. Effective Management Focusing on the effective management of the human resource has resulted to achieve some of the objectives as well as the goals within an organization consequently leads to the improvement of the overall progress of the organization. The CEO needs to plan in order to support on the setting clear the goals, objectives and aims of the organization. Moreover, there is need to organize support on the effectiveness of the human resource management resulting in the development of the health and the safety of the workers and the work environment. Presence of Strategic HRM in the Hospital Strategic human resource is all about harnessing the human potential. The CEO should aim at harnessing the human capital aspects rather than clinging on the outdated notion that the human resource function is all about serving the workers (Kehoe Wright, 2013). There is need for one to develop an approach of serving mindset and influence on how one should carry of the function of organizing, staffing and the operation of a department (Ghodeswar Vaidyanathan, 2008). The CEO should go an extra miles to consider on these aspect because having a consultant is not enough to look if the policies are being implemented. There is need to leverage on the human potential on behalf of the entire organization in order to achieve success at the end. Some of the organization previous have gotten out of business because they have become uncompetitive, ineffective because the staffs see their relationship with the employer as just a provider of the perquisites (Gollan, 2005). The CEO should focus on getting the right people to do the job rather than the finance manager and him doing the job which they are not well acquitted to undertake. Improvement of the Employment Relations The employment relations focuses on the manner to which the human resource addresses and interacts with the employees. Maintenance of good employment relations helps in the reduction of the workplace conflict, raises on the morale of the employees and the overall productivity of the hospital. There are ways in which the CEO could help to make the workplace to be more efficient as well as constructive (Huselid, 1995). One way could be improvement of communication. The human resource sending a memo or perhaps an email to inform on the employees of significant information in relations to their employment issue or perhaps company information is inefficient as well as impersonal. The employees could think they are afterthought to the overall running of the hospital (Dias, 2016). The employees are among the important resources in the organization therefore, the CEO should always work to improve on communication with the staff (Jiang, Lepak, Hu Baer, 2012). Having regular meeting to share information in regards to the HRM policies and practices would be significant so that they learn what they are entitled to know and they could ask questions on the same. Performance Management Review Hospitals just like any other organization who have implemented the tools to measure on the performance so that to stay in the business and come to contact with the competition the CEO should have the same in this organization. One way to achieve this is to employ the behavioral science model (Battilana Dorado, 2010). This model over the past years it has provided the foundations for most of the activities in the HR. It has been frequently used when redesigning on the performance appraisal system, job evaluation classification, programs of reward and incentives, and the employees interests. What has been seen in this case study is lack of proper structure framework in the hospital (Dias, 2016). The CEO and the finance manager are the head of the human resource. Most of the individuals in the hospital have no clue in regards to the policies and the practices in HRM (Kazlauskaite Buciuniene, 2008). Using this model would significantly help to advocate on these issues identified. The increase in sophistication of the managers and the employee engagement would help support on the use of this approach. The Key Features of Building Sustainable HR Capability The concept of sustainable capability in the organization is pegged on the integrated areas of employment engagement, the performance management, skills development, talent and productivity management (Need, 2006). The sole responsibility of developing the practice of building on the organizational lies in the hands of the human resource. Most organization rely on the skills and the competencies for the delivery of the services that keep them ahead of the competitors and be able to be sustainable in the market sector. Strategic priority: Building sustainable HR capabilities give an organization a competitive advantage such as lean operations and project management. Most of the executive in the business have identified that building of the capabilities is the top priority for any organization (Bakker, Demerouti Verbeke, 2004). Building capabilities helps the business to achieve better performance and focus more on the goals of the entity. Another feature of sustainability building in HR is because some companies may lack alignment. Some executive in organization highlights that they are very good at executing (Jiang, Lepak, Hu Baer, 2012). There is need for companies to align on their strategic agenda based on the goals and objectives of the organization (Need, 2006). Building on sustainable HR capabilities provides helps the organization to be able to align on their objectives. This is one of the main features of sustainability. Accountability: The performance accountability becomes organizational capability when it is more integrated to obtain high performance of the employees. The level of the failure would be unacceptable in the business. Sustainability of HR capabilities helps to achieve on this perspective (Kerzner, 2013). Additionally, capability contributes to the superior customer values and offers on the real measurable benefits to the customers. Recommendation The first hospital in the case study should adopt of well fitted human resource policies so that to increase on the competitiveness. Some of the other things the CEO could embark in is to foresee that there is functional flexibility through investment in training, increase of job satisfaction, quality initiatives and employee involvement which are the central economic performance. Further, there should be implementation of the HRM policies as well as the quality initiative in a wholesale manner that are aligned to symbiotic benefits (Need, 2006). The human resource management department should prepare plans as well as clear vision in a manner that is professional and systematic approach in the hospitals. There is a have to entail almost all the workers in the organizing of the human resource in order to help them to practice operate in a competent manner, in order to be devoted to the hospital. The CEO could make a separate department for staff affairs in the health institutional as well as utilize additional external know-how to figure out on the needs of the health organization of the human resources (Renwick, Redman Maguire, 2013). As sustainability moves up to the agenda of many organization a vital goal for the human resource management is to develop of the competencies, collaborative strategies as well as the organizational capabilities that is required to support on the sustainability journey of the organization. Conclusion Job satisfaction, the commitment and the motivation are usually regarded as important dimension of the HR towards the performance of organization. Employees should be treated as valuable assets, a competitive advantage through their commitment and the high quality through quality of work they provide. The report has provide on some insight on improving of operation human resource management. 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