HR Consultancy Plan for HealthReach: Overcoming Employee Turnover and Poor Performance

This paper provides a HR plan to help HealthReach overcome employee turnover and poor performance issues. It focuses on creating a positive environment for employee retention and organizational success.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Executive summary
This paper is case study report about the company HealthReach one of Australia’s largest private
healthcare. The company has currently been facing issues because of the employee turnover and
the poor performance of the employees. The issues identified in the case are the Human resource
management in the company that has been inefficient in managing people effectively. This paper
will provide a HR plan in order to help HealthReach overcome the issues that they are currently
facing and also help in creating a positive environment that helps employees retain in the
company which will later pave way for the success of the organization.

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Table of Contents
Introduction......................................................................................................................................3
Brief overview of the case study.................................................................................................3
HR Consultancy plan...................................................................................................................3
Conclusion.......................................................................................................................................4

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Introduction
Human resource management is said to be a strategic approach to an effective
management of the people in an organization in such a way that helps a business in gaining
competitive advantage in the market (Noe et al, 2015). Human Resource management is said to
be designed in order to maximize the performance of the employees. The department of HR is
usually responsible for ensuring employee benefits, recruitment, performance appraisal, training
and development and many more (Albrecht et al, 2015). This paper will provide a HR
Consultancy Plan for the company HealthReach who has been facing some problems in their
company in terms of their employees.
Brief overview of the case study
McBain & Company is considered to be one of the largest consulting firms and it has
been recently hired by the Dr. Livingstone, CEO of HealthReach, one of the largest private
healthcares in Australia. HealthReach has been facing some serious issues because of the
employee turnover the absenteeism among the nurses of the healthcare which has resulted in
poor patient care. The hiring of casual nurses has considered being one of the major factors that
has contributed to this issue. The lack of performance management and efficient proper and
training has been impacting the company negatively thus McBain & Company will provide an
efficient HR consultancy plan which will help Dr. Livingstone and HealthReach overcome the
existing issues that has been currently impacting the company.
HR Consultancy plan

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HealthReach has been facing issues in their human resource department which has failed
to make effective policies and decisions for the interest of the employees as well as organization.
The HR Consultancy pan has been created keeping the needs and the interest of the employees as
well as the organization in mind in order to make sure that HealthReach overcomes the issue. It
is important for organizations to consider and put emphasis on a high performance work system
which helps in contributing to a positive and healthy working environment.
According to research it has been seen that high performance work system (HPWS) has a
huge role to play in healthcare and also helps in improving the workplace scenario that
contributes to the success of an organization (Kloutsiniotis & Mihail, 2017).. According to an
article, the issues in the healthcare sector are usually compromises in the various process and
aspects like training and development, selection and recruitment, encouraging employees to
participate in the decision making, performance management, and clarity in the jobs, employee
autonomy and security of employees. Employee relations HPWS has a huge role to play in the
job satisfaction, employee engagement, affective commitment and many more (Kloutsiniotis &
Mihail, 2017). Thus HPWS needs to be incorporated in the HR plan in order t overcome the
issues that the company, HealthReach has currently been facing and make a positive and healthy
organizational structure that will encourage employees to work in a better manner.
Another article talks about the casualization in health sector. This paper talks about how
casualization in the workplace has a negative impact on the healthcare sector. In this paper it
describes that casualization mainly occurs because of the inefficient management of the
workplace (Arale & Kiruthu, 2019). The effects of casualization in the workplace are adverse, it
not only affects the performance of the employees and in employee retention it also affects the
patients that are admitted in hospitals and nursing homes (Arale & Kiruthu, 2019). The

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organization performance helps and is considered to be building block that is said to lay the
foundation for a very high level performance. In this paper it states that in order to effectively
remove casualization a proper work structure, an HPWS approach and polices is needed that will
help in motivating employees and help in the overall development of the healthcare sector.
According to both the articles HPWS is considered to be one of the factors that helps
organizations in gaining a sustainable high performance that is fruitful for the healthcare
organization especially as the healthcare industry deals with the life and the betterment of the
people.
After the research from the above articles an HR plan has been proposed for Dr. Livingstone
that will help HealthReach overcome the issues.
 The HR department of the organization needs to make a change in their recruitment
process and hire half casual nurses and half permanent nurses in order to balance out the
cost of the company and also keeping competent and trained nurses that will help in
giving fruitful performance.
 Hiring of casual nurses should be restricted as this is one of the key reasons that has been
contributing to employee turnover.
 The HR department needs to come up with a training and development department that
will provide necessary and efficient training to the nurses that newly join or who are
fresher in the company. According to scholars training and development help in gibing an
insight about the job one has to do (Elnaga & Imran, 2013).
 Rewards and recognition policies should be incorporated in the HR policies. Rewards and
recognition need to be provided to the nurses to congratulate and acknowledge them for

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their impeccable services and to make them feel wanted in the company. (Michaelson et
al, (2014) opines rewards and recognition are being motivational factors that motivate
and encourage employees to provide fruitful work in the business.
 The HR department needs to incorporate high performance work system needs to be
incorporated that will help in fulfilling the important needs of the employees that will
contribute to the success of the business.
Conclusion
HealthReach has been facing issues because of their poor people management skills and
ineffective incorporation of policies. The company has to incorporate a new HR management
and policy to help them overcome the issue. In order to provide a fruitful and concrete HR plan
research has been done which states the need and the positives of HPWS in the human resource
systems that help organizations in gaining various factors like employee engagement, employee
commitment and job satisfaction. Thus it can be concluded by stating that the use of HPWS in
the revised HR plan will help HealthReach in gaining employee retention, engagement and
commitment that will contribute to the success of HealthReach in the long run.

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Reference
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
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Arale, H. A., & Kiruthu, F. (2019). Effect of Devolution on the Performance of Human Resource
Function in Health Sector in Kenya: The Case of Garissa County. International Journal
of Current Aspects, 3(III), 58-70.
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European
Journal of Business and Management, 5(4), 137-147.
Kloutsiniotis, P. V., & Mihail, D. M. (2017). Linking innovative human resource practices,
employee attitudes and intention to leave in healthcare services. Employee
Relations, 39(1), 34-53.
Michaelson, C., Pratt, M. G., Grant, A. M., & Dunn, C. P. (2014). Meaningful work: Connecting
business ethics and organization studies. Journal of Business Ethics, 121(1), 77-90.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resources
management. Instructor, 2015.

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