HRM Report: Addressing Challenges at Family Medical Group, Canada

This report analyzes the Human Resource Management (HRM) challenges faced by Family Medical Group in Canada. The report begins by outlining decision criteria and potential courses of action to address the HRM problems, including time management issues in hiring and the need for employee training and development. The report explores the pros and cons of different approaches and then identifies the core HRM problem: inefficiencies in the HR department, particularly the time-consuming nature of interviews and orientations. The best alternative, focusing on time management and employee motivation, is proposed, along with a step-by-step action plan for implementation. The plan includes defining the problem, identifying causes, exploring alternative approaches, selecting the best approach, planning implementation, monitoring progress, and verifying resolution. The report justifies the action plan using goal-setting theory to demonstrate how the proposed solutions align with HRM principles and are likely to achieve desired outcomes, such as improved employee performance and organizational effectiveness.

Running head: HUMAN RESOURCE MANAGEMENT IN CANADA 1
Human Resource Management in Canada
Name
Institution

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Human Resource Management in Canada
Table of Contents
Section #3........................................................................................................................................3
Section #4........................................................................................................................................4
Restate the HRM problem............................................................................................................4
Best Alternative and How It Will Resolve the HRM Problem Along With Any Issues That
Require Immediate Attention.......................................................................................................4
Step-By-Step Action Plan to Implement This Alternative, Focusing On Both the Short and
Long Term....................................................................................................................................4
How The Cons Identified In Part 3 Will Be Minimized or Eliminated.......................................5
A Justification for the Action Plan Applying HRM Theory to Demonstrate That the Predicted
Outcomes Will Be Achieved........................................................................................................5
References........................................................................................................................................7

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Section #3
a) Decisions criteria are always important particularly in making decisions of an
organization. To decide the best criteria for a company, one ought to understand the
underlying problems at the Family medical group of companies. In this light, the overall
procedure of analyzing as well as evaluating a certain alternative, hugely applies a
designed criteria to specific alternatives or rather options that is likely to facilitate
decision making (Boxall, 2018).
b) There are various courses of actions that the principal decision maker could take to
resolve the current HRM problems at the Family Medical. First of all the decision maker
should take time in focusing on what it should change in future. Notably, this can be done
through discussing about the past and how the future plans for the medical company
should be structured. For this reason, the company would have time planning and
forecasting for the future. Additionally, the principal decision maker should brainstorm
creative options particularly to solve the issue of time management especially which is
wasted during hiring session (Brewster, Boselie, & Purpura, 2018).
c) Cos-While making decisions is a crucial step in a company, it can affect its operation
either negatively or positively. For instance, brainstorming for creative options can be
time consuming and sometimes delay the decision making process.
Pros -On the other hand, developing a training and development program can be helpful
to both the company and the employees (Paauwe & Boon, 2018). In this light, customers
are assured of quality services delivery due to well trained employees.

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Section #4
Restate the HRM problem
Although the HR manager associate had done a good job in the HR department in the
hospital, there are various underlying problems that needed to be settled. For instance, the HR
associate has often spent a lot of time interviewing for vacant positions as well as handling
orientations (Wood, 2018).
Best Alternative and How It Will Resolve the HRM Problem Along With Any Issues That
Require Immediate Attention
The best alternative to solve the issue in the HRM department is to consider time
management and motivation for both workers and management. In essence, motivation will
ensure that workers are in a position to work smart in achieving the goals of the hospital (Singh,
Khamba, & Nanda, 2018). Additionally, considering time management will make sure that little
time is spent on hiring process and thus dedicating more time on training and development
programs in the hospital.
Step-By-Step Action Plan to Implement This Alternative, Focusing On Both the Short and
Long Term
1. Define the problem- understanding the problem is the best way of making sure that
the best alternatives have been found for the existing problems in the hospital.
Additionally, this will enable an organization to know the action plan to be taken.
2. Look at the potential causes of the problems- in this case, it will be important to
concentrate on the specific reasons why time has often been wasted in hiring process.
Additionally, it will be important to consider the reasons why there have been little
training programs in the hospital.
3. Identify the alternative approaches- in this step one is asked to come up to alternatives
that will ensure that the existing problems or rather challenges are resolved.

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4. Select the approach to resolve the problem- this involves selecting the best
alternatives.
5. Plan the implementation of the best alternative- in this case; one is required to start
planning how the best alternative should be implemented.
6. Monitor the implementation
7. Verify if the problem has been resolved or not
How The Cons Identified In Part 3 Will Be Minimized or Eliminated
Consultations during decision making can sometimes be time consuming despite the fact
that it is likely to achieve a better outcome. To minimize this, one can reduce the chain of
consultations something that can be done by the principal decision maker who can make prompt
decisions.
A Justification for the Action Plan Applying HRM Theory to Demonstrate That the
Predicted Outcomes Will Be Achieved
Primarily, the above argument can follow the goal setting theory which states that the
overall intentions to work towards a particular goal are considered to be the main source of
motivation in a company (Greco & Kraimer, 2018). In the same way, Family Medical group of
companies can work towards this theory to make sure that the existing HRM problems are
settled. By setting a goal of increasing training and development program, the company can
achieve its goals of motivating not only its workers but also the stakeholders. The following is a
set of plans that can be followed by the Family Medical Group.
1. Assesse the company’s current human resource
2. Forecasting the future HR requirement for the company
3. Identify HR gaps
4. Integrate the plan with the company’s overall strategy

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References
Boxall, P. (2018). The development of strategic HRM: reflections on a 30-year journey. Labour
& Industry: a journal of the social and economic relations of work, 28(1), 21-30.
Brewster, C., Boselie, P., & Purpura, C. (2018). HRM in the International Organizations.
In HRM in Mission Driven Organizations (pp. 79-114). Palgrave Macmillan, Cham.
Greco, L., & Kraimer, M. (2018). Goal-Setting In The Career Management Process: An Identity
Theory Perspective. In Academy of Management Proceedings (Vol. 2018, No. 1, p.
15563). Briarcliff Manor, NY 10510: Academy of Management.
Paauwe, J., & Boon, C. (2018). Strategic HRM: A critical review. In Human Resource
Management (pp. 49-73). Routledge. Academy of Management publisher.
Singh, D., Khamba, J. S., & Nanda, T. (2018). Problems and prospects of Indian MSMEs: a
literature review. International Journal of Business Excellence, 15(2), 129-188.
Wood, S. (2018). HRM and organizational performance. In Human Resource Management (pp.
74-97). Routledge.