Case Study of Two Australian Hospitals-Free-Samples for Students

Question: Discuss about the sustainability Issue of an Organization in respect of its Human Resource Policy. Answer: Introduction This report is based on a case study which compares between two hospitals of Australia. Both are of same size so far HR is concerned. One hospital is practicing HRM with the conceptual aspect without proper set up of the HR department. The other is practicing HRM with proper and structured way of HRM. The performances of both the hospitals are showing distinct difference so far its staff management is concerned. HRM has significant role in running of any organization and it can never be taken as stop gap job(Bianca, 2016). Dedicated HR team can only be able to ensure proper management of human resource with different level of activities related to HRM. HRM is one of the key factors to prove sustainability of the organization(Humanresourceexcellence, 2017). This case study can give the scope of analyzing the situation of both the hospitals and thus arrive at the inference of how sustainability can be ensured through proper and professional practice of HRM Case Study Analysis Hospital A This hospital has around 400 staff strength including technical non-technical and office staffs. The organization is run by the CEO who takes care of the entire operation including HRM with the help of finance manager. Both of them are responsible for the HRM operation all the key functional areas of HRM including selection, recruitment, job assessment and subsequent analysis along with training, development occupational health and allied safety measures(Reynolds, 2016). As per the delegation, middle tier managers are assigned with different level of HRM related activities which they are not conversant with. Additionally the organization takes help from one consultant who uses to visit once in a week for the purpose of HRM activities related to HR policy and subsequent implementation. Although the CEO is confident of the prevailing HRM practice of the organization, the situation is not so bright as the executors in the form of supervisors and middle tier managers are not aware of the ir duties related to HR. this situation turns to mismanagement of HR of the organization resulting to creation of industrial disputes followed by other adverse occurrences of staff grievances, absenteeism, high level of HR turnover with subsequent result of accidental happening for patients and staffs. This proves lack of application of HR policies and practices. Hospital B This hospital is also with the same structure and staff strength with a strong practice of HRM with the dedicated professional in this regime. As the CEO of the organization has clear and vivid look about the need of HRM, a dedicated HR manager is there to look after the need of the staffs which can ensure rendering proper service to the patient community related to health care. Basic needs of HR policies are taken care with due importance by the department with regular review of the condition to be aware of the present situation and take necessary steps in order to avoid any such problems which are being faced by Hospital A due to improper planning and implementation of HRM by the CEO. Successful implementation of HR policies by efficient professionals has developed identification of KPIs in HR with successful application of the HR theory which ensures staff retention, morale and quality of deliverable services to the patients(Uwa, 2017). Suggestions for improvement of HRM to the CEO of Hospital A The research question is to find out the way through which the organization can prove efficient HRM practices with defined policies which is not prevailing in the organization due to inappropriate practice of HRM in the organization. The CEO is confident of the present HRM practices with prevalent policies which are not proving smooth operation of the organization and put question mark of the sustainability issue of the organization. Main objective of any hospital is to ensure proper health care for the patients for which they come to hospital. Being the CEO of the hospital, he has to ensure the primary objective of this organization which is depending upon proper policies and respective practices related HRM. The suggestion for the CEO is to re-organize HRM of the organization with priority in order to fix the HR related problems of the organization. Any hospital needs to be with proper work atmosphere which can only be ensured with dedicated committed and professional workforce. HRM policies ensure those domains of HRM as it relates with the manpower of the organization. HRM has multi level functions which start with HR planning, selection, recruitment, compensation, provision of proper work atmosphere, and proper evaluation of workforce(Ucr, 2016). These are the areas which are taken care by the HR department and for these activities; engagement of HR professional is required. It is a specific and specialized segment of management which should not be mixed with other jobs. The need for this dedicated department is to ensure the sustainability of the organization which depends upon the workforce of the organization. Top level management fixes the strategy to accomplish the objective of t he organization, but the execution of those strategies need team members with the guidance of able leadership. Hence HR is treated as the most valuable resources of any organization and to ensure getting best results out of these resources, proper HR treatment in different tiers are to be ensured. This can only be ensured with implementation of proper HR policies which is framed as per the requirement of any organization. Key features of building a sustainable HR capability as per David Ulrich, the renowned personalities of HR describes sustainable HR capability as the ability of the organization to ensure management of its people to gain competitive edge in the market which are derived from combined competencies of people based on the culture of the organization. These combined competencies are described as the attitudes, basic knowledge with necessary skills needed for performing the assigned tasks of the organization with the consideration of culture of the organization with combined mindset and respective practices of any organization(Abadesco, 2015) Conclusion HRM is one of the crucial fields of management which are engaged in managing human resources. As these resources are the backbone of any organization, this segment of management is to be handled with proper care with proper policies. This management is not a part-time job; instead this segment demands full time and professional involvement in order to ensure sustainability of the organization. Appropriate application of HR policies can ensure best result of the organization which is the coveted output as looked for by the stakeholders of the organization. HRM is thus told as management of best resources of the organization which can ensure the long term sustainability with regular and steady growth and performance of the organization. References: Abadesco, E. (2015, November 22). Strategic HRM: Building organizational capabilities. Retrieved August 18, 2017, from Inquirer: https://business.inquirer.net/202970/strategic-hrm-building-organizational-capabilities Bianca, A. (2016). The Role of Human Resource Management in Organizations. Retrieved August 18, 2017, from Chron: https://smallbusiness.chron.com/role-human-resource-management-organizations-21077.html Humanresourceexcellence. (2017, January 20). Importance of Human Resource Management. Retrieved August 18, 2017, from Humanresourceexcellence: https://www.humanresourceexcellence.com/importance-of-human-resource-management/ Reynolds, M. (2016). Operational HR Management Vs. Strategic HR Management. Retrieved August 18, 2017, from Chron: https://smallbusiness.chron.com/operational-hr-management-vs-strategic-hr-management-62125.html Ucr. (2016, September 06). Roles Responsibilities. Retrieved August 18, 2017, from Ucr: https://hr.ucr.edu/recruitment/guidelines/roles.html Uwa. (2017, January 23). Human Resources policies and guidelines for staff at UWA. Retrieved August 18, 2017, from Uwa: https://www.hr.uwa.edu.au/policies/policies/a-z