Functional Characteristics of Strategic HRM at University Hospitals of North Midlands

This report discusses the functional characteristics of strategic HRM applicable to the employees of University Hospitals of North Midlands. It also explores the SHRM policies adopted by the hospital to suit various healthcare situations.

HRM
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Table of Contents
INTRODUCTION ..........................................................................................................................2
Identify & review functional characteristic of strategic HRM which is applicable to the
employees of the University Hospitals of North Midlands.........................................................2
Determine the SHRM policies that University Hospitals adopted or might adopt to suit
various t health care situations which includes innovatory organisations..................................4
CONCLUSION ...............................................................................................................................7
REFERENCES ...............................................................................................................................8
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INTRODUCTION
Strategic HRM is defined as procedure of connecting the human resource
functions with strategical objectives of the company. The main motive of this is to
enhance the overall performance as well as productivity of the company. The most
important challenge which is followed in today's world of business is attracting skilled
and talented employees. The companies are having effective Strategic human resource
planning for providing their employees better welfare and facilities. The following report
is supported on a case study of University Hospitals of North Midlands. On the basis of
strategic human resource management viewpoint, few questions are answered.
In context of this organisation, it has developed a five year strategy to develop it's
workforce and increase the satisfaction level of patients. The workforce plan designed
by this organisation is aligned to both the learning and education strategy and
organisational development strategy. For enhancing the working of human resource
management, this company is improving workforce information and HR governance for
ensuring that this organisation has tools and technology for understanding the nature of
workforce and decision making of the company.
Identify & review functional characteristic of strategic HRM which is applicable to the
employees of the University Hospitals of North Midlands
The strategic HR management is defined as link between vision, objective, goals
and mission of the company with its workforce. The strategic HRM is involved in
advancing flexibility, competitive advantage and innovation (Dreyer, and Et. Al., 2017).
When an organisation possesses good Strategic HRM, it is easy to improve
performance of business. In context of strategic HRM to be effective, there is important
role of strategies and policies. The strategic HRM can be described through various
activities such as training, hiring and rewarding employees. The main objective of
strategic HR is that human resource can have direct impact on growth of the company.
The functional feature of SHRM which are applicable to University Hospitals of North
Midlands are mentioned below -
Developing a thorough understanding of objectives of company – Success
of HR depends on the way it links with goals of the company. There must be clear
understanding of vision, goals, mission and values of the company. The management of
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Hospitals of North Midlands make sure that they are articulating both short term as well
as long term program for development to relevant HR force. This is ensured that
organisational goals are clarified to employees as this makes it simple for Human
Resource to develop effective and appropriate resource management strategy.
Evaluate HR capability - The evaluation of HR capability enables in
understanding employees of University of North Midlands and how they are contributing
in fulfilment of organisational objectives and goals. A skill inventory is taken for each
individual of the company. These inventories help organisation in discovering which
employees are experts in specific areas. This is helpful in identifying employees which
the hospital has to provide training. A performance review is conducted by the hospital
for obtaining skills inventory needed from workforce.
Analyse current HR capacity in goals - The assessment of HR capacity is
helpful in recognising barriers and implementing actions for capitalising opportunity and
deal with threats in an effective manner (Maylor, Blackmon, and Huemann, 2016). The
strategic HR personnel of University of North Midlands can analyse their employees and
skills & should work with senior leadership for identifying ways for better equip
employees that can serve demands of this hospital.
Estimation of company's future requirements – When the skills and abilities
of company are achieved in relation to goals and objectives of the organisation. HR
needs are forecasted at this time. They have following major aspects -
 Demand – There is prediction made for employees which is associated with skills
required for meeting future demands of this hospital.
 Supply – This is analysing employee's skills which are currently available for
helping organisation in achieving strategic goals.
Analysing tools which is required for an employee in order to complete
their job - The Human Resource management of this hospital must intermediate with
suitable departments for finding out how instrument which are used by worker effect on
ability of performing job role. This can be explained with an example – an audit of
database of patients with IT department for identifying gaps in tools that will facilitate a
more organised workforce. When this hospital employs staff by the hour, it is essential
to utilise manpower management software. This is helpful in managing HR functions like
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holiday entitlement, scheduling & sick leave management. Deputy gives functionality to
manage time and hours of employees. This enables employees for focusing on tasks
identified in strategic HR plan which directly affects growth of the organisation. In this
organisation there is recruitment of the right people, in the right numbers at the right
time to deliver safe, high quality patient care, nature of our workforce and support
organisation's decision making. This helps in Improving and Maintaining Learning,
Leadership and Development. The recruiting of talented and skilled people reduces the
cases of low quality treatment and service.
Determine the SHRM policies that University Hospitals adopted or might adopt to suit
various t health care situations which includes innovatory organisations
There are different policies adopted by University hospital for managing and
controlling employee welfare and well-being. In context of this hospital, strategic human
resource policies are present to ensure that all employees are given good facilities. The
various policies of this hospital are mentioned below -
Effective organisational development for delivering Trust's vision – This is
in order to provide support for overall delivery of organisational development strategy for
this hospital (
Bates, and Robb, 2016). There are various factors which affects the organisation and
these are mentioned below - Culture and values – This mean the hospital will organise living our values
approach and staff engagement activity is useful for developing a process that
assess culture & move towards their pre define cultural state. Leadership development – This means reviewing, evaluating and refreshing
leadership and management programs that reflect values of Trust. Staff Engagement – This is essential for the hospital in transformation of
services and delivering strategy effectively. Managers are allowed to explain
commitment for engaging staff engagement. Talent management and succession planning – A process is developed for
attracting, identifying and retaining talent. There is management of employees
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where they can handle situations related to problems that occur while working in
the organisation.
Effective workforce plans for supporting recruitment of right people - The
workforce plan is helpful in knowing the estimation of how future needs are achieved in
the company. The capability of managers is developed for ensuring production of
service level. These are coordinated with enterprise and financial planning procedure. Recruitment - The development of recruitment & selection capabilities, skills and
abilities of managers consists of behavioural & value-based appraisal method.
Innovative solutions are made for attracting new employees who can use new
technologies in an effective manner. Widening perception – This means there is development of widening
participation activity that includes pre recruitment.
Enabling change through transformation, invention & productivity
betterment for firm future - The workforce plan of the hospital tum meet as well as
future needs of the workforce. This Hospital is planning to develop the capabilities
among managers for providing service of high quality to all patients. Recruitment &
selection skills of various managers will consist of value based & behavioural based
appraisal techniques (Wang, and Et. Al., 2016). Does improved recruitment process will
develop the work level understanding and insure timely robust systems are in place
across the hospital. Innovative solutions are developed for attracting new employees
who can use new technologies and marketing techniques. The cost of first grade used
for improving the efficiency of the firm. This is done by identification and delivering
change to increase productivity efficiency as well as opportunities of business for
supporting quality. Various change programs are introduced for development of
strategic alliances clinical networks. Various opportunities are seat for redesigning
workforce and transformation.
Improving workforce information and HR governance - The information
system is helpful in working with colleagues to continue development and grab benefits
from various computerized systems like ESR, NHS jobs., nurse rostering, consultant job
planning, etc. This provides support in development and utilisation of employees. This
Hospital is looking for increasing the accessibility of such systems for ensuring that
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manages are having relevant information to support decision making (Kew, and
Stredwick, J 2016). This organisation is adopting electronic system for supporting
paperless agenda of the trust.
HR KPI- HR metrics is developed that can be used in trust for making
performance reports and balance score cards. Also, there is development of series of
internal HR metrics for enabling managers to access performance and benchmark
services of HR against another organisation.
Improve and maintain learning - Mandatory and Statutory Training: This
training programme is developed in order to ensure that all the programme and
processes used are user friendly, the methods analysed are Trust worthy to the busy
environment. The overall development is mainly focusing on skill required by the
member of the staff.
Monitoring and Coaching: This programme is organised in order to develop
trust factor among the mentors and coaches. This is result in improving overall
performance of the employees and share their desired behaviour. In the hospitality
sector the coaching programmes are used in order to make the leaders learn from
various organisation which can be from either public or private sector.
Learning and education strategy: This programme is organised in order to
develop reputation of Health care and other skill academy institution. They are also
focusing on working with those organisations which are partners in the funding
opportunities.
Health and Well-being: This hospital is going to proceed to create a scope of
well-being initiatives is totally based on the accomplishment of the Trust’s well-being
weeks. This hospital is going to perform their work with Occupational Health &
Counselling Services and managers are improving attendance rates & raising
awareness of attainment of employee's health and wellbeing. This hospital has
achieved Staffordshire Workplace Health Award. There is an objective of wellbeing of
work and achieving both silver & gold level. There is also contract between National
Organisational Audit of the Implementation of NICE Public Health Guidance in the the
Workplace (Hutchinson, Giubileo, and O’brien, Inc, 2015). There is going to exploration
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of introduction to various interventions. The main motive is to help those employees
who are sick. In this way absence level will minimise.
Reward and Recognition: This hospital is developing approach for giving rewards and
recognition to employees who are doing well within the organisation.
Value based recruitment techniques – In the human resource management, it is
necessary that it must know the importance of culture fit while hiring new employees.
The human resource department is satisfied when a new individual hired in the
company culture preferences aligns with the reality of the company. A value based
recruitment method includes software based data for evaluating the data of personnel.
Thus it is not biased and there is no chance of benefiting an individual in wrongful
manner. This has provided inconvenience to HR management to evaluate their
workforce effectively.
CONCLUSION
From the above discussion, it is concluded that strategic HRM is an essential
factor that leads to business success. The main purpose of strategic HRM is to develop
involvement in field of HR by inviting Human Resource professionals to speak about
various aspect of issues and job-related problems of HR. SHRM is aiming to give
direction in a turbulent surrounding so that business demands can be translated into
practical policies and programs. This is helpful and providing plan for flourishing action
and ultimately test reality of strategic planning of the organization
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REFERENCES
Books and Journals
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Bates, T. and Robb, A., 2016. Impacts of owner race and geographic context on access
to small-business financing. Economic Development Quarterly. 30(2). pp.159-
170.
Brouk, L., Norton, K., Douglas, J. and Panec, P., salesforce com Inc, 2015. Method,
system, and computer program product for managing interchange of enterprise
data messages. U.S. Patent 9,083,601.
Dreyer, B and Et. Al., 2017. Upsides and downsides of the sharing economy:
Collaborative consumption business models' stakeholder value impacts and
their relationship to context. Technological Forecasting and Social Change.
125. pp.87-104.
Hutchinson, R., Giubileo, J. and O'brien, D., CA Inc, 2015. Methods and systems for
managing enterprise assets. U.S. Patent 9,047,582.
Kephart, A.D., Kilpatrick, B.R., Kirkland, W.A., Bank of America Corp, 2014. System and
method for managing the configuration of resources in an enterprise. U.S. Patent
8,782,201.
Kew, J. and Stredwick, J., 2016. Human Resource Management in a business context.
Kogan Page Publishers.
Lech, P., 2014. Managing knowledge in IT projects: a framework for enterprise system
implementation. Journal of Knowledge Management, 18(3), pp.551-573.
Maylor, H., Blackmon, K. and Huemann, M., 2016. Researching business and
management. Macmillan International Higher Education.
Wang, Y. S and Et. Al., 2016. A conceptual model for assessing blog-based learning
system success in the context of business education. The International Journal
of Management Education. 14(3). pp.379-387.
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