Roots of Firms Success - Research Paper Example

Human Resource Management The clinic is a health care facility serving a large patient population from different part ofthe county with a relatively bigger staff size. The firm’s success is based on a strong strategic plans that is focused on attaining high performance in various aspects that range from quality service delivery to sound human resources management. The firm has well drawn strategic objectives that aim to ensure that it strikes a balance between good performances and manage the competitive environment in which it operates (Price, 600). One of the strategic plans of Clinix Healthcare is to boost the quality of service delivery to the patients and other stakeholders in the health sector who work with the firm. The firm seeks to improve the productivity of the staff to realize greater output at relatively low cost. This plan is in line with the policy recommended by their management team to improve the welfare of the employees for better organizational performance. Clinix is established on a strong foundation of the spirit of service to humanity and this explains its aim to provide a comfortable working environment for the workers and clients in line with efforts to realize quality healthcare provision as proposed by the contemporary campaign on the healthcare sector across the globe. The Human resource department is at the center of discussion in regards to the increasing pressure on it to develop mechanisms of enhancing employee performance. The HR management in this firm is also expected to seek highly skilled human capital that would deliver quality output to justify the wage bill and promote the organization and the public relationship. Successful attainment of these HR performance projections are pegged on the above mentioned organizational strategic plan. The current human resource practices in Clinix healthcare can be categorized at an average level. The organization has always been working on a contractual engagement of most of its staff especially the nurses as a strategy of pushing employees to perform if they are to have their contracts renewed. It is important to note that the HR has very stringent laws and punitive measures as far as workplace malpractices are concerned. Issues like unexplained absenteeism, bullying of co-workers, insubordination, and negligent behavior towards safety precaution stipulations of the organization are highly prohibited and can attract heavy penalties if committed to the limit of prosecution. Another critical practice of Clinix HR is its objection towards flexible working policy towards the staff. The only available flexible working option is for the nursing officers who are allowed to report on their duties in shifts. Other members of the workforce are strictly on 8.00 a.m to 5.00 p.m reporting policy. It is worth to note that this healthcare organization emphasizes on continuous and free communication between its staff and the top management for effective co-ordination of activities. The interest of the workers is fairly taken care of in terms of their health conditions, emotional status, and spiritual wellbeing. The HR has consistently been undertaking employee appraisal as an effort towards encouraging the staff members to pursue their career and boost the performance index of the firm. Being a healthcare organization, the HR absorbs staff on pure merit criteria to achieve its target of working with skilled manpower capable of measuring up to the competitive environment on which the organization operates. Clinix has consistently believed in internal control as a tool to ensure that the staff is doing the right thing all the time with the culture of integrity and accountability. The employees are expected to uphold ethical standards and strict adherence to legal framework on which the healthcare sector is based. There is an annual on-job training on how to manage stress in the workplace and professional approach towards interpersonal relationships between the workers and patients. The nursing profession is fairly demanding in terms of time and emotional commitment since it involves direct interaction with the patients. It is relatively tricky to deal with various patients with a number problems that range from physical indisposition to emotional challenges. This entire work load rests on the shoulders of the nurses and this explains why they need to have enough rest time after work. To boost their morale and enhance continued productivity, the HR gives them shifts option so that they substitute each other after six hours of work. This has tremendously resulted in an increased workforce synergy that explains the consistent quality service delivery to the patients and other clients. The campaign for free and regular communication between the staff and management has greatly improved the relationship within the organization which explains the efficient coordination of activities and effective implementation of policies made for the better performance of the organization. Healthcare provision is critical to the society and needs to be regular and reliable. This is the reason the firm has consistently placed stringent rules towards absenteeism. The organizational management must continuously protect the freedom of its workers to ensure that they are always psychologically in the right state to undertake their duty. This practice by the organization is responsible for the remarkable milestone Clinix has achieved in the provision of quality healthcare towards the millennium development goal. To ensure that Clinix remains competitively relevant, its employee appraisal scheme has always helped it monitor the career projection of its staff and the individual efforts towards achievement of its goals (Marquis, Bessie and Carol, 570). It is imperative that the management team of this organization is congratulated for the improvement of the working environment with comfortable staff offices and clients waiting bay that provide a good physical surroundings. This has greatly boosted the public image of Clinix and the competitive edge against others. Its contract policy has greatly raised its performance standard thereby realizing high productivity with a subsequent better pricing policy which gives it survival advantage in the market. Flexi time, as the only applicable flexible work option for Clinix, is vital in rejuvenating its workforce thereby boosting their ability to deliver (Gilliland, Stephen, Dirk and Daniel, 69). Just like most of the other healthcare organizations, this puts it at par with its competitors in terms of the legal and ethical requirements in the nursing profession. The public image of an organization is vital to its market share in terms of client base and this is mostly dependent on regular quality service delivery. The organization has worked almost to that end due to its strict observance to regular job attendance. The quality of human capital is instrumental to the final output of an organization. The efforts of Clinix HR department to recruit based on merit has placed it at a better position of quality and efficient services delivery that gives it an upper hand against its competitors that uses biased recruitment procedures. The increasing cost of production has greatly been responsible for pricing by most organizations. It is in the interest of the firm to use least cost input factor combination to cut on costs and reflect this on the cost of the price of the service to the final consumer. In this respect, Clinix uses contractual agreement as a tool for managing its wage bill and enhancing productivity of its staff to justify its production cost. This means that the final service charges on the patients are relatively cheaper as compared to the competitors and this has always helped it realize a greater advantage above others thereby increasing demand for their services. Emphasis on safety measures by the organization has substantially contributed to reduced medical cost on workers. This has considerably made it easier for the company to experience over 98% attendance for its workers which has significantly given it a position ahead of its competitors who are still suffering from staff issues such as frequent absenteeism. Effective HR policies are significant in the overall performance of the organization and there is a need to critically assess it. One of the most common challenges that most organizations are facing are the widespread cases of accidents in the workplace which cost companies in terms of compensation or legal battles with the employees. Clinix needs to boost its campaign for safety precautions among the workers (Amos 52). A mere notice is not enough as some of the workers openly defy or ignore such ideas and end up being victims of workplace accidents. Besides, it is worth to note that such accidents can withdraw one out of the job completely, affect the family economically or emotionally. This sums up as a great liability to the society at large. With this in mind, the organization needs to adjust the annual calendar and fix semi-annual safety precautions at the workplace for the staff. This should be done with practical backup on how to use various equipment and workplace facilities in the line of duty. Such a move is likely to show the commitment of the organization towards the safety of the workers which will be reciprocated by enhanced employee productivity. To test the effectiveness of the training, the HR department can use questionnaires to collect data regarding the mastery of the concepts, its significance, and willingness to adhere. It is also recommended that Clinix HR department needs to adopt an appraisal criteria to encourage its staff to work harder towards self-actualization and the overall realization of the goals of the organization. Workers are social beings and may be going through tough emotional moments without the notice of the management which has dire consequences on their productivity. In that respect, the HR department needs to liaise with the administration to set-up employee guidance and counseling unit that will also be used to find important information about the observed behavior in the firm (Armstrong 79). The nurses are particularly dealing with the patients and any psychological instability is not safe on duty. The contemporary socioeconomic realignments taking place in the world has brought with it a lot of demand on the parents. It is, therefore, advisable that Clinix HR department needs to adopt other flexible work options like flexi-placeas well as flexi-time (Gilliland, Stephen, Dirk and Daniel 69). This would be important to cater for lactating workers to go back home and attend to the young ones. Those who are in part time studies can also be given this offer as a sign of commitment of the organization towards career development of the employees. Contract based employment criteria is not promising to most of employees and shows lack of satisfaction and trust on the workers. On that respect, it is better for the HR department to absorb committed and performing workers who have served for some considerable time as a show of appreciation to their sacrifice to the organization. This is one of the tools that would greatly motivate others to work harder. It is worth to note that the HR department is the backbone of the organizational ability to achieve its sets strategic objectives and Clinix is not an exception. It is therefore imperative that this organization invests more in HR department for better quality of service delivery and attainment of its goals. Work cited Amos, Trevor. Human Resource Management. Wetton, Cape Town: Juta, 2008,pg52. Print. Armstrong, Michael. Strategic Human Resource Management: A Guide to Action. London: Kogan Page, 2008,pg79. Internet resource. Gilliland, Stephen, Dirk Steiner, and Daniel Skarlicki. Managing Social and Ethical Issues in Organizations. Greenwich, CT: Information Age Pub. Inc, 2007,pg69. Print. Marquis, Bessie L, and Carol J. Huston. Leadership Roles and Management Functions in Nursing: Theory and Application. Philadelphia: Wolters Kluwer Health/Lippincott Williams & Wilkins, 2009,pg570. Print. Price, Alan. Human Resource Management in a Business Context. London: Thomson, 2007,pg600-602. Print. Read More