Annual Operating Plan for the Human Resource Department/Division for Cleveland Clinic

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Annual Operating Plan for the Human Resource Department/Division for Cleveland
Clinic
Your First and Last Name
Walden University

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1. Organization’s Mission & Vision.
The concept of setting a mission and vision for an organization falls under the
category of strategic planning. It is a widely used concept that millions of organizations use it
for a better understanding and accelerating their success rate (Babnik et al., 2014). The
mission statement of a company enumerates the organization’s objectives that it wants to
achieve along with its approach towards achieving them. Whereas, the vision statement of an
organization states the position of the organization in future. Both the mission and vision
statement are related to each other in order to provide an organization’s values, goals and
purpose in the competitive field as well as in the society (Kopaneva & Sias, 2015).
The Cleveland Clinic situated in Ohio, United States is one of the leading non-profit
organization that provide medical assistance and education to millions of people. This highly
acclaimed organization has a definite mission statement that the organization wants to
achieve and provide to the society. The organization’s mission statement is to deliver
quality care for the ill, carefully scrutinize the problems and issues that the organization
may face and provide extensive education programs of the serving employees (2018). In
addition to this, the organization’s vision statement is to strive towards becoming superior
in patient experience, innovative findings in the field of health and medicine along with
in the field of medical research and education (2018).
1.1. Key Organization Objectives.
In order to generate a strategic planning for an organization it is significant to create a
set of objectives and the strategies that are needed to be implemented to achieve those
objectives. The concept of objectives is significant in strategic planning since setting
objectives will help attain the mission and vision of an organization into measureable target
(Dibrell, Craig & Neubaum, 2014). Planning objectives would offer a practical structure in
attaining those mission and vision. Addition to this, planning strategies will give the

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organization a direction towards achieving those goals with the resources that are available to
them or can be gained. It will allow the organization to categorize distinctive goals that
require a set number of resources available to them or can be available (Elmes & Barry,
2017).
1.1.1. Objective
The Cleveland Clinic’s objective is to develop new technology that would be
beneficial in the field of medical and health industry.
1.1.2. Objective
The clinic’s objective is to attract high skilled health professionals and supporting
staff towards it for the purpose of providing quality medical assistance to every individual.
1.1.3. Objective
Cleveland Clinic aims in offering medical care to every individual in affordable price
range.
1.2. Key Organization Strategies
The strategies act as a tool with the help of which an organization would approach
towards achieving the set goals and objectives (Cummings & Worley, 2014). The application
of these strategies help the organization to move forward towards achieving its goal. Now in
general these strategies does not guarantee to accomplish the set objectives and goals.
However, these can be recognized as organization’s approach towards attaining that goal.
The Cleveland Clinic in order to accomplish the above enumerated missions and
visions could adopt the following strategies –
1.2.1. Strategy

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Organizing a weekly training program for all the staff members of the clinic in order
to enhance their professional skills.
1.2.2. Strategy
Offering free counselling sessions for the staff members as it is observed that majority
of healthcare professional suffer from burnout that ultimately rises the feeling of job
dissatisfaction.
1.2.3. Strategy
An active feedback system that will access feedback from employees as well as the
patients who are visiting the clinic.
2. HR Department Vision.
In order to function properly in the healthcare industry it is extremely significant for
the Human Resource management to set appropriate mission that would accelerate the
reputation of the organization (Ulrich & Dulebohn, 2015). The Human Resource department
with the help of these set missions could adopt suitable strategies that would help the
organization flourish in the market. It is even essential for the Human Resource department to
predict organization’s position for its functioning in the specific field for a long run. Hence,
conducting a vision statement is extremely essential to foresee the organizations position in
the competitive market (Loshali & Krishnan, 2013).
Cleveland Clinic’s Human Resource Department have a vision of establishing an
efficient working environment that would suffice the employees need. Its vision is to provide
a healthy bond between the patients and the staff members of the clinic. The vision of the HR
department even includes expanding the number of quality staff members in order to provide
quality service to the people extensively.

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3. HR Environmental Analysis (HR SWOT).
The department of Human Resource is one of the significant departments in any
organization that is responsible for the organizations development. The HR department holds
a great responsibility in the growth and management of an organization (Milhem,
Abushamsieh & Pérez Aróstegui, 2014). Therefore, it is extremely essential that an external
and internal analysis of the Human Resource department must be carried out for the purpose
of boosting the functions that are supposed to be disseminated by the HR department to the
particular organization.
A SWOT analysis of the HR department of Cleveland Clinic are enunciated below –
3.1. HR Strengths
The Human resource department provides a mandatory insurance policy for its
employees globally. This ensures employee satisfaction that benefits the organization for a
long run. The recruitment procedure adopted by the department is highly efficient that works
in favor of the organization. Along with this, the techniques adopted for the process of
recruitment is upgraded with the changing technology. Moreover, the Human Resource
department have been able to maintain a friendly working environment for all the existent
staff members. In addition to this, the HR department does not follow any unethical acts such
as discrimination among employees and so on. This has favored in developing a diversified
workforce. The human resource management has even proved to be efficient in developing a
well-maintained infrastructure of the clinic. The department enforces mandatory guidelines
that coincides with the norms established by the World Health Organization.
3.2. HR Weaknesses
Among weaknesses, the department fails to organize appropriate training programs
for the employees and thus, the development of the existent employees is relatively low.

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Adding to this, the techniques adopted by the HR department lack innovation and
effectiveness in retaining employees in the organization. The communication process
between the distinctive levels of staff in the clinic is not satisfactory. An efficient downward
communication is absent. The salary package for the employees is weak and thus, the HR
department fails to attract quality professionals for the organization.
3.3. HR Opportunities
The Human Resource management could put forward the goodwill of the organization
in attracting the efficiently skilled workforce for the organization. In addition to this, the HR
department could expand its domain of knowledge for the betterment of the organization. The
department could seek help from the extensively diversified workforce that are present in the
organization. One of the key opportunity that the HR department could utilize in various
aspect is the extensive popularity of the clinic. Lastly, in order to develop the quality of the
staff members, the department should take initiative in arranging appropriate training and
development programs for the existing employees of the clinic.
3.4. HR Threats
The persistent change of HR managers is one of the key threats that would hamper
and threaten the reputation of the organization. The emerging number of competition in the
market appears to be an alarming threat to the organization. In addition to this, the fluctuation
in the revenue of the organization would result in reduction of the employee expenses. This
would give rise to employee satisfaction that ultimately possess as a major threat for the
organization.
4. Annual HR Objectives and Strategies