Role of Strategic HRM in Health and Social Care Management

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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