Role of Strategic HRM in Health and Social Care Management

This essay analyzes the role of strategic Human Resource Management in health and social care context and the importance of balanced scorecard in monitoring the performance of the employees.

BSc Health and Social Care Management
Strategic Human Resource Management
ESSAY
Word count:
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1. Analyze the context and role of strategic HRM including the use of a balanced score card as part
of a strategic framework.
2. Analyze how HRM strategies relate to broader management strategies and organizational
capability and performance.
3. Identify and review the functional aspects of managing people that underpins a strategic
approach to HRM.
4. Determine how strategic HRM policies must be adapted to suit different situations such as
declining markets, innovatory organizations and international contexts.
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INTRODUCTION
In the past 25 years Strategic Human Resource Management was one of the most
influential and powerful idea to have emerged in the management and business field.
Government and Policies Makers have always promoted the idea of high-
performance workplace and the” human capital”. They promoted the idea that people
are one of the most important factors when it comes to competitiveness between
companies. SHRM is designed to maximize the performance and the productivity of
the employees as well as of the organization (Salaman, et al.,2005), helps the
business in gaining the great success and the company to exist in a competitive
scenario. This essay analyses the role of strategic Human Resource Management
in health and social care context and the importance of balanced score card in
monitoring the performance of the employees. It describes how the HRM strategies
helps the big organizations in gaining the success and increases the capabilities and
performance.
Role of strategic human resource management and the use of a balance
scorecard.
HRM is important for every organization and it has the role to maintain the
productivity and integrity of an organization. HRM focuses on several functions such
as recruiting, gives or provides the benefits, compensation and the suitable trainings
to the employees so that employees can give their contribution and helpful in
completing the goals as well and gives the success to the organization. Strategic
human management links the human resource with the strategic goals and plans
that is helpful for employees as well as for the company (Delery and Roumpi., 2017).
The motive of the strategic human management is to advance and improve the
flexibility and develop the strong strategies to achieve the long-term success and
improves the performance of the business.it is important that HR is always
connected with all the departments for better understanding of their issues and for
being able to give them, the most appropriate solution when necessary. In order to
exist, every company needs a healthy and creative environment, but this would be
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impossible without a well-built plan. The plan has also the role to assure mental
relaxation for the employees, resulting in healthy mind, therefore helping the
company to achieve the long-term success. There are several benefits of the
Strategic Human management such as: Increase the job satisfaction, improves the
work culture, better customer services, efficient and skilled resource management
and boost up the productivity of an organization. To grow the business in the right
direction, it is required to build up the powerful strategies and there are seven steps
to create the strategic HR planning process:Develop the understanding of the
company’s objective. Objectives should be achievable and measurable (Taylor,
Doherty and McGraw., 2015). It is important to set objectives as it helps managers to
evaluate the company’s marketing actions and the employees become motivate.
second evaluate the HR capability, because in order to avoind unnecessary
complications is a must that the policies, documentation, procedures are improved
when necessarily in such manner they are up to date with the changing rules and
regulations.The evaluation of HR capability comes hand in hand with the analyze of
the current HR capacity because any company must have the exactly employees
and teams able to do the tasks . Having less would mean too much work for the
employees, this becoming overwhelmed and unsatisfied, and having too many would
affect budget of the company and it might result in poor team communication.Wheter
we are talking about personal life or bussinesses , it is always vital to think in
advance, to be proactive rather that reactive , therefore it is a must to estimate the
company’s future and the requirements so we could be prepared for anything that
might come . To determine the tools required for the employees to complete the job
it refers not only at the material things such as working telephone or desk space
which of course need to be there accessible and in good working order ,but as well
the tools can take the form of support received from colleagues, team leaders,
managers etc. Another step to create the strategic HR planning process is to actually
implement the human resource management strategies making sure we make an
evaluation and take the corrective actions for the betterment of the business.
There are mainly 5 functions of strategic human resource management which
need to be followed organizations in order to accomplish their pre-determined goals.
Workforce planning, rewards, risk management, employee’s relationship and training
and development. All these functions are key factors of the success of an
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organization. It helps them out in strategies formulations, employee engagement, HR
effectiveness, improved productivity and increase sales. When an organization
provides rewards and training to employees then employees feel satisfied and
motivated. Rewards is the best way of motivating employees towards accomplishing
company’s goals. When they feel that company is focusing on their needs then they
put extra efforts and perform all those activities which is beneficial for company.
They provide excellent customers services for satisfying them and attracting them.
All these functions of strategic human resource management decrease labor
turnover and retain skilled employees as well as customers within an organization for
the long run.
A good example is Google which was named in 2014 “The Best Company to
work for” (Friedman ,2014) Similar with other companies Google offers the usual
benefits such as free cost health and dental treatment ,flexible spending accounts,
vacation packages , insurance etc. .however there are also some benefits really
distinctive such as :financial support hen adopting a child,,100% pay maternity
benefits of a maximum 18 weeks off, free everyday lunch and dinner and so on, all
meant to keep constantly the employees happy( Jarvis,2011).
Importance of Balance Score Card in analysing the employee’s
performance
Balance Score Card is like a mark sheet of an employee as well as of the
company that is used for the strategic management. It tracks and improves the
internal and external environment of an organization. The balance scorecard is the
best tool to monitor the performance of the employees and also it is useful during the
employee’s appraisals. Sometimes, companies rate the employees according to their
performance and if the employee is little bit down in the performance, then company
analyze the weak point of an employee and gives the training according to it. It also
helps in detecting the employees who are not working as per the companies
requirements and decreasing the productivity of the business. Balance scorecard is
also helpful in aligning the business activities and covers the following areas of an
organization such as finance, customers, internal process and the learning and
growth. Balance score card is also helpful in aligning the other business activities like
finance, customers etc by keeping the track record of the finance department and the
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dispatch and inward process relate to customers in which includes the orders and
deliveries in a week by each customer. The balance score card was developed by
Kaplan and Norton to evaluate the effectiveness and performance of an organization
as well as of the employees (Hollenbeck and Jamieson., 2015). Balanced scorecard
is applied to the HR department because Human Resource department is the only
one that manages and improves the performance and also makes the strategies for
the organization to get the success and this needs the proper planning and this can
be only possible by the Balance score card which firstly analyze the strengths and
weakness of the company and according to the obtained results, HR takes the
suitable actions for the betterment of an organization and if the strategies of the HR
is strong then it also creates the positive impression on the employees because
every employee wants the better workplace and environment to exists.
The main purpose of organizations of using balance score card is to improve
various internal business function by measuring actual performance of employees. It
removes biasness within an organization which helps them in improving a strong
relationship with employees. It provides all type of information’s to company via
feedback by which they can take an effective decision. Some importance and
measurement which can be analyzed with the help of balance score card includes:
learning and growth, business processes, customer perspectives, financial data etc.
It can also be said that an effective measurement is an integral part of management
which can be possible by balance score card. By evaluating business process with
this tool, an organization can evaluate and oversee that how well products are
manufactured and can also analyze the gap. After identifying that gap it can modify
its pricing and other strategies and filling up that gap and attracting customers.
Analysis of HRM strategies relate to wider management strategies and
organizational capabilities and performance.
The Human resource Management is essential for every organization to
manage the internal and external activities and responsible for recruiting the right
candidate that is responsible for the development of business (Sánchez, Marín and
Morales., 2015). There are several functions of HRM such as strategic management,
workforce planning, training and development for the employees, policy
formulation and the risk management and this function are applicable to all type of
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organizations i.e., micro, small and large. The larger organizations need the complex
network dependencies and here the HRM encourages these organizations to adopt
the strategies which encourage both cost effectiveness and also employee
commitment. The strategic planning of the HRM contributes in completing the goals
and also makes the stronger existence of the company. Sometimes, the company
face many challenges due to the competitive environment so, HRM with the good
strategic planning boost up and improves the business performance. Although, the
Human Resource Management rarely having the direct impact on an organization
but behind every success is the human resource itself.
There are several practice areas of Human Resource Management such as
managing knowledge and intellectual capital and it impacts on both organizations as
well as on the employees and increases the motivation and help the employees in
identifying themselves and also contribute to the achievement of an organizational
goal. HRM drives the present and future performance culture that motivates the high
performance in the several areas such as productivity, quality, level of customer
service, growth, profits and delivers the increased shareholder value. HRM also
enables the employees to show the outstanding behavior that is most closely related
with high business performance such as risk taking, innovation, showing the
knowledge and establish the long term relation between managers and the
colleagues. Organization also encourages the employees by the reward
management which develops the motivation, commitment, job engagement. When
the involvement of HR is at the right direction, then competitive advantage can easily
be achieved and also the success of the organization becomes crystal clear
(Cristiani and Peiró., 2015). Main function of management is planning, organizing,
coordinating and controlling. For organizing, management require an effective HRM
strategy like talent management. By focusing on talent management, HRM recruit,
retain and hire the best and suitable employees. By hiring the best and talented
employees within an organization, manager does not require to more focus on
organizing and controlling. Skilled workforce tries to manage and are self-motivated.
They try to develop their performance level and increase overall productivity of the
company. On the other hand, with an effective organizing and controlling function,
manager helps employees in performing their tasks in an effective manner. So, it can
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be said that there is an interrelationship between HR strategies and wider
management elements that can improve organization's operations.
In addition, it can also be said that in the context of human resource strategies
and workforce planning that it is an important function of HRM that makes able to
them to get qualitative work from them. It can be defined as a continuous process
that is being used by the company in order to align needs of an organization with its
skilled workforce. An effective plan of workforce help HR to maintain a balance
between demand and supply of workforce. It also helps them with the problem of
shortage of staff and labor turnover. If there is an effective workforce planning and a
balance then company can increase its overall productivity.
Other strategic human resource strategies like training and development
also plays a vital role in the wider context and the success of an organization. The
main responsibility of HR is to recruit and select employees within an organization.
But after selecting them it is also important for the company to provide them an
effective training Every employee has some types of weaknesses which they want to
improve for performing activities in an effective manner. With the help of this
strategic HRM strategy and training, employees can feel more respected. It
increases their self-esteem and morale. When they perform any type of work in an
effective manner then they are more likely to leave within an organization. It does not
only increase productivity of the company but also improve their brand image and
attract wider range of customers. So, it can be said that HRM strategies related to
organizational performance and capabilities as well.
CONCLUSION
From the above study it has been summarized that HRM strategies played a
vital role as it helped an organization in accomplishing their goals and improve
performance. Training and development, workforce planning, strategic management
are some SHRM that has proved an effective for businesses. Further, it has also
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shown importance of balance card tool that also supported the company to evaluate
and analyze performance of employees and appraisal them. It has increased
employee’s morale and also made them feel respected. Lastly, this essay discussed
some importance and role of strategic human resource management for being in a
competition and achieving goals.
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REFERENCES
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Friedman, R. (2014). The best place to work: The art and science of creating an
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