Strategic Human Resource Management and Human Resource Management - Essay Example

Strategic Human Resource Management and Human Resource Management Introduction Organizations are formed with different objectives and purposes. Some are formed to produce consumable goods while others are formed to offer services. The performance of any organisation relies heavily on the availability and efficiency of resources. Some important resources for an organisation include finance, technology and people (human resource). Basically, the success or failure of an organisation lies on the hands of its employees (Nankervis, Compton & Baird, 2008). Generally, organizations involved in the provision of services such as health depend fundamentally on the quality of their workforce/ human resource for efficient service provision to clients. In essence, structure of the workforce in any organisation should be well-thought of because it virtually determines the duration for goal achievement. The major objective of most organizations is to achieve the laid goals within the shortest period possible. Therefore, it is important for human resource department in an organisation to ensure that it applies the best strategies that will facilitate high-quality performance and promote employee motivation. Essentially, globalization trends and the continued technological changes have escalated the need to manage human resources. Research has showed that there are promising financial outcomes for organizations whose human resource management structures have attained operational excellence and in compliance with organisational goals. Explanation of terms and strategic human resource management aspects Human resource is a set of people who form the workforce of an organisation and is sometimes referred to as human capital. For human resource to work in line with the organization’s goals and objectives, it has to be managed. The supervision of workforce in an organisation is termed as human resource management. Human resource management is concerned with maximizing employee performance in pursuit for the organization’s goals (Deb, 2006). Strategic human resource management is a proactive mechanism to the management of an organization’s workforce tailored to lay tactical framework in support of long-term goals. Human resource management entails a number functions which include training and development, recruitment and retention of workforce, performance appraisal and employee remuneration. There are various strategic human resource aspects which can be used to judge an organization and they include; acquisition of skilled employees, satisfaction, managing risk, managing change and corporate culture, innovation, developing leaders and many others (Nankervis, Compton & Baird, 2008). Acquisition of skilled employees Shi (2007) points out that employing new workers in an organisation is a comprehensive process that requires a critical analysis of the potential employees. Recruitment remains a fundamental human resource management function especially in choosing skilled personnel. Different organizations use different mechanisms to ensure they acquire or retain the best qualified workforce. For example, some organizations have come up with benefit compensation schemes and flexible staffing schedules to avert possible shortages of the workforce. The form and structure of human resource management vary from one organisation to another. For instance, according to Schulz & Johnson, (2003) human resource management in health service organizations is slightly different from other service providing organisation. Essentially, human resource in health service organizations does not only involve health professionals but also people from other professions such as accountants, secretaries, receptionist, clerks, cleaners and many others. Therefore, health service organizations have to establish appropriate mechanisms that foster skill development for employees regardless of their field of specialization. Satisfaction Consumer satisfaction bears great influence on the general performance of an organisation. Consumer satisfaction is basically determined by how the employees of an organisation handle clients. To enhance prolific consumer satisfaction, the human resource department of any organisation has to conduct a comprehensive performance appraisal for all employees (Nankervis, Compton & Baird, 2008). Caring for patients in healthcare facilities requires eminent skills and discipline of the healthcare providers. Human resource professionals in the health sector have to assess the competence of health practitioners regularly to ensure that patients acquire standard services. The wide application of new technology in human resource management has facilitated comprehensive performance appraisal exercise. For instance, most health service organizations use checklists and computerized systems to record information about the proficiency of their workforce and compliance with job description. This has facilitated quick access to relevant information required for assessment of employees’ performance. Performance appraisal and motivation of employees will eventually promote satisfaction and create a good image for an organisation. Managing risk Ethics and compliance with the law must be practiced to ensure proficiency and safety with and outside an organisation. For instance, employees in organizations that provide health services must follow certain ethical guideline to ensure that no harm is caused among them or to the clients they attend to. Violation of health ethical guidelines by health practitioners may result to severe legal repercussions or loss of job. Essentially, ethical guidelines and legal requirements keep on changing in the healthcare industry and therefore it is the responsibility of the human resources managers to update the employees on the changes. In most cases, changes in ethical guidelines and legal provisions are usually fueled by emerging trends and environmental changes. Therefore, employees in the health service sector need to understand all legal and ethical issues regarding their workplace. The human resource management teams are charged with the responsibility of ensuring that employees in health service organizations are provided with information about current trends and emerging legal compliance issues in the industry. Several legislations have been passed and frequent amendments made to ensure that both the healthcare provider and the patient are protected. Managing change and corporate culture Just like in other organizations, workplace relation of employees in the health service organizations is not usually healthy. For instance, workplace bullying for fresh and minor employees have risen as a recent challenge in the healthcare industry. As a result, governments of various nations across the world have called upon the human resource management teams in various health service organizations to promote workplace bullying awareness training to address this issue. For instance, the American government, through Occupational Safety and Health Administration (OSHA), ensures that health service organizations maintain a safe and healthy environment for employees in the health industry (Wyman, 2000). Additionally, OSHA works in conjunction with human resource departments to provide training resources and enhance employee awareness on dangers that may be present in workplaces. Moreover, human resource managers should conduct job analysis to establish the nature and content of various departments in order to identify the most appropriate staffing strategy to adopt in ensuring high quality performance and minimal workplace chaos. Basically, the human resource managers are responsible for ensuring peaceful and harmonious relation of workers. Innovation The foundation of strategic human resource management (SHRM) emphasis on the importance of developing long-term human resource plans and strategies that have space to accommodate future changes and developments regarding workforce supervision (Billsberry, Salaman & Storey, 2005). There are several major motifs that can be deduced from the study of SHRM theories which have great influence on human resource management in an organisation. These themes include risk prospective, evaluating procedural issues, outcome measurement, diversifying the scope of human resource management, efficient implementation of an organization’s policies, explaining human resource components and configuration among others. Themes of strategic human resource management have played a central role in developing the human resource management practice from the old version to the modern administration structure (Nankervis, Compton & Baird, 2008). Actually, when applied appropriately, strategic human resource management can aid in ensuring appropriate utility of the available workforce in an organisation. Globalization and the continued development of new technologies have facilitated analysis of future trends in human resource based on past events. In fact, the human resource managers are able to research over the population and the anticipated changes in infections and spread of diseases via the internet and other platforms offered by the new technology. This enables them to identify whether there is a need for additional employees to fill projected future gaps. Developing leaders Human resource managers are expected to encourage development of leadership skills among employees to enhance productivity and quality performance. There are several means of developing leaders in an organisation, for instance, through training and education. In the health service organizations, the human resource department is responsible for training and educating the employees. The department, through representative, should conduct staff orientation to give new employees information about organisation structure, general policies and safety within an organisation. In addition, attractive remuneration is important for employee motivation and job security. Most human resource departments have embraced the culture of workforce motivation through good remuneration. For instance, most organizations offer over time compensation and attractive allowances to boost the working morale of employees. Conclusion Efficient management of the human resource is important in guaranteeing provision of quality services in an organization. A critical analysis of human resource management in health care and extensive research is necessary to develop applicable guiding principle to the current healthcare situation. Essentially, there are promising financial outcome for organizations whose human resource management systems are in line with the projected goals. Health service organisation must adopt the necessary human resource management strategies to ensure efficient provision of services to patients. In fact, every health service organization should ensure that the human resource department is head by competent professionals capable of structuring the workforce in the most efficient way. References: Billsberry, J., Salaman, G. & Storey, J. (2005).Strategic human resource management: theory and practice. London [u.a.]: SAGE. Deb, T. (2006). Strategic approach to human resource management: concept, tools and application. New Delhi: Atlantic. Nankervis, A., Compton, R., & Baird, M. (2008). Evolution of human resources management. In Human resource management: strategies and processes (6th ed.) (pp. 2-42). South Melbourne, Vic.: Thomson. Schulz, R. & Johnson, A. (2003).Management of hospitals and health services: strategic issues and performance. Washington, D.C.: Beard Books Shi, L. (2007). Managing human resources in health care organizations. Sudbury, Mass.: Jones and Bartlett Publishers. Wyman, J. (2000).Safety and the security professional: a guide to occupational safety and health strategies. Boston: Butterworth-Heinemann. Read More