USW1 MMHA 6500 Discussion: HR Alignment to Hospital Strategy

This discussion board post focuses on aligning Human Resources (HR) plans with the strategic goals of a healthcare organization, specifically The Memorial Hospital. The hospital aims to shift its focus from inpatient to ambulatory care. The post emphasizes the importance of HR in achieving the hospital's vision of becoming a leading healthcare provider. It discusses using the Society for Human Resource Management (SHRM) competency model to analyze employee strengths and align them with the hospital's strategic plan. Key aspects include increasing the number of beds, improving ambulance services, and developing training facilities for employees, while considering the hospital's financial status. The post also highlights the role of Corporate Social Responsibility (CSR) activities in attracting customers and improving the hospital's reputation. It concludes that aligning employee objectives with organizational goals is crucial for the hospital's success and suggests focusing on community health needs to enhance services.

Running head: MANAGEMENT
Management
Name of Student
Name of University
Author Note

1
MANAGEMENT
Table of Contents
Part-1..........................................................................................................................................2
How do you align the HR plan to the organisational strategic plan?.....................................2
Introduction............................................................................................................................2
Alignment of HR plan to organisational strategic plan..........................................................2
Conclusion..............................................................................................................................4
Part-2..........................................................................................................................................4
Recommendation for team consent........................................................................................4
Reference....................................................................................................................................5

2
MANAGEMENT
Part-1
How do you align the HR plan to the organisational strategic plan?
Introduction
In the modern world, it is important to align every organisational plan with the HR
department so that the best services can be received. As stated by Flynn et al. (2015)
strategies related to the development of an organisation are based from the HR department
that accounts for the development of an organisation. Hence, the focus of the project is to
align the competencies such as SHRM and CSR factors with one another. For this focus is
made on The Memorial Hospital which is a community based hospital located in the urban
areas. The SHRM model is used to identify the competencies whereas the CSR activity can
be worked on.
Alignment of HR plan to organisational strategic plan
According to Chartier (2009), employees are the main source of the development of
an organisation. Without the help from the employees it can be difficult for an organisation to
continue with the development of its strategies. In the case of The Memorial Hospital, the
development of the human resource can help in attaining the vision of the hospital and ensure
that issues related with the hospital can be solved.
With the vision of the hospital to be an attractive health care facility for the
customers, it is necessary that the employees working at the hospital improve the current
status. For example, one of the changes that need to be made is to increase the number of
beds and employees. The application of the Society for Human Resource Management
Competency model can help in establishing the link with the strategic plan by analysing the

3
MANAGEMENT
competencies in the business. The model can provide an analysis of the factors such as
employee strength that help in the development of an organisation and its competence.
Yakis-Douglas et al. (2017) is of the view that people expect hospitals to provide
private and safe environment for the patients. In the case of The Memorial Hospital, the aim
is to provide the same for the patients with the hope that it can attract the interest of the
patients. Therefore, the rationale of the society for human resources associated with the
organisation need to understand the factors that provide for such an environment so that the
hospital can reach its potential. The human resources need to formulate strategies such as
working in a coordinated manner to provide support and guidance to one another during
need.
As observed by Marsden (2016) the development of ambulance for a hospital can be
considered as the most important aspect. This is mainly because ambulance can be used to
bring patients and make effort to treat them from the hospitals. For The Memorial Hospital,
the aim is to increase the inpatient care so that it can become a leader in providing ambulance
service in the community. This can help in the improving the proficiency related to the
competencies of the employees and the increase of number of beds. However, one of the
considerations that need to be made is the development of training facilities for the
employees (Chartier, 2009).
Training the employees in a proper manner can help in the development of the talents
of the staffs. Thus, the inpatient aim of the hospital can be attained with the development of
training facilities. The Memorial Hospital, can develop training facilities but keeping in mind
the financial status of the business. The finances can be required for recruiting employees so
that the inpatient aim of the hospital can be improved. Along with this, the development of

4
MANAGEMENT
another SHRM model like that of the Corporate Social Responsibility (CSR) facilities can
help The Memorial Hospital to gain the attention of the customers.
Rationale of the CSR facility is that it can help in attracting the customers based on
the services provided outside the hospital (Flynn et al., 2015). For example, the proficient
influence of the human resource can use the outpatient activity of the hospital to develop the
CSR activity. The alignment of this particular strategy of the human resource can be made
with the organisational strategy mainly because it can help in the development of the facilities
of the hospital.
Conclusion
Therefore, it can be concluded that in order to ensure the development of the strategic
plan it is necessary that every employee and employer align self strategies and objectives
with that of the organisation. In the case of The Memorial Hospital, HR activities related to
serving people at a cheap rate can be done by understanding the requirements of the
customers as well as the expectations of the employees. Continuous rise of the performance
to gain excellence can be associated with the fact that health status of the community needs to
be maintained by performing proper corporate social responsible activities.
Part-2
Recommendation for team consent
The recommendation after the post that can be provided that includes identifying the
exact strategies that need to be undertaken by The Memorial Hospital. The health status of
the community needs to be taken into account so that the hospital can develop its bed and
transportation facility. The team content identifies the pattern that need to be adopted as well
as developed by the hospital so that residents of the community can be assured about the

5
MANAGEMENT
growth and service of the hospital. This can provide support to the other team research as it
provides an analysis of the HR plan that need to be developed.

6
MANAGEMENT
Reference
Chartier, G. (2009, July 1). Test preparation clues: SHRM certification class [PowerPoint
slides]. Retrieved from http://www.slideshare.net/greyh/test-preparation-clues
Flynn, W., Mathis, R., Jackson, J., & Valentine, S. (2015). Healthcare human resource
management (3rd ed.). Boston, MA: Cengage.
Marsden, J. L. (2016, April). Understanding organisational expression: How brand marks
change over time. In 11th Global Brand Conference Proceedings: Brands that do
Good. University of Bradford School of Management, UK. Leeds.
Yakis-Douglas, B., Angwin, D., Ahn, K., & Meadows, M. (2017). Opening M&A strategy to
investors: predictors and outcomes of transparency during organisational
transition. Long Range Planning, 50(3), 411-422.