Strategic HR Impact: An Analysis of Cleveland Clinic's Performance

This essay examines the role of the Human Resources department within Cleveland Clinic, a multispecialty academic hospital. It highlights HR's involvement in job recruitment, analysis, employee development, and training. The essay details how HR disseminates guidelines for regulatory compliance across departments and designs training programs to enhance service quality. It also emphasizes HR's management of reward systems and performance appraisals, contributing to employee motivation and organizational success. By adopting enterprise resource planning tools like SAP, the HR team drives technological progress and equips staff with the skills needed to navigate the competitive global landscape, ultimately reshaping the organization's structure and handling strategic changes.

Running head: THE ROLE OF HUMAN RESOURCES IN ORGANIZATIONS
The Role of Human Resources in Organizations
Name of the Student:
Name of the University:
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1THE ROLE OF HUMAN RESOURCES IN ORGANIZATIONS
Table of Contents
1. Description of Cleveland Clinic:.................................................................................................2
2. Visibility of human resource department or division’s role of Cleveland Clinic:.......................2
3. Impact of human resource department or division’s responsibilities on different departments of
Cleveland Clinic:.............................................................................................................................2
4. Added value of the human resource department or division to the success of Cleveland Clinic:
.........................................................................................................................................................2
References:......................................................................................................................................3

2THE ROLE OF HUMAN RESOURCES IN ORGANIZATIONS
1. Description of Cleveland Clinic:
Cleveland Clinic is a multispecialty academic hospital situated in Cleveland, Ohio and
the owner of this clinic is the Cleveland Clinic Foundation, which is a non-profit organization
founded in Ohio in 1921. Along with the flagship hospital in Cleveland, it operates allied
facilities in Nevada and Florida and it has diversified operations in UAE and Canada (Cleveland
Clinic, 2018). It has earned national recognition as one of the leading medical centers in USA,
especially in technological and management systems and in treating cardiovascular disease.
According to the review list of top-grossing hospitals in US of Becker's Hospital, it was ranked
second with overall patient revenue of $9.14 billion in 2011. It has earned operating profit of
$243 million on $8 billion revenue in 2016. However, it declined by 50% in 2015 because of
increasing drug costs and shrinking reimbursements.
2. Visibility of human resource department or division’s role of Cleveland Clinic:
The primary role of human resource department (HRM) or division of Cleveland Clinic is
demonstrated briefly as follows:
Job recruitment and analysis:
The HRM in Cleveland Clinic has the accountability of appointing individuals for
different employment positions in the organization. It is accountable for ascertaining the
experience and skills required for particular positions, identifying industrial trends and
estimating future employment.
Organization, maintenance and utilization:

3THE ROLE OF HUMAN RESOURCES IN ORGANIZATIONS
The HRM department of the clinic is involved in designing organizational framework for
making maximum utilization of human resources for operating in a unified way. The other
accountabilities in this area comprise of health and safety along with worker management
relations like managing grievances and devising systems of communication for fostering
cooperation among the employees.
Employee development and training:
The HR department is accountable to identify the training requirements of the staffs of
Cleveland Clinic along with initiating and assessing development programs for addressing these
requirements. The training programs vary from orientation programs designed to acclimatize
new recruitment of the organization to ambitious education programs for familiarizing workers
with new systems of software (Armstrong & Taylor, 2014).
3. Impact of human resource department or division’s responsibilities on different
departments of Cleveland Clinic:
The significant contributions to the business processes of Cleveland Clinic are realized
increasingly as within the purview related to practices of active human resource management.
The HRM of the clinic is involved in disseminating guidelines so that the employees could be
monitored for assuring that all the departments are complying with staff-related regulatory
guidelines (Bratton & Gold, 2017). The professionals of HRM are fully aware of the learning
fundamentals and motivation along with carefully designing, monitoring training and
development programs to assist in accomplishing the goals of the departments by increasing the
service quality rendered.

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The HRM department manages the reward systems in Cleveland Clinic. This
management aspect is significant, since it provides the mechanism by which the organization
provides its staffs with a reward for previous achievements and incentives for better future
performance (Jackson, Schuler & Jiang, 2014). Moreover, the HRM department of the clinic
evaluates the job performance of the staffs and it provides feedbacks to the staffs on its positive
as well as negative performance. The performance appraisal is necessary, since it is used to
ascertain rise in salary and promotions and if there are instances of negative performance, there
might be dismissals as well (Purce, 2014). Along with this, the responsibility of the department is
to help a pension administration team leader, benefits administrator, reconciling pension
computations, answering the queries of the members and helping in correspondence.
4. Added value of the human resource department or division to the success of Cleveland
Clinic:
The HRM department of Cleveland Clinic is engaged to reshape the structure of the
organization under enhanced internal as well as external issues along with handling other aspects
of strategic change in the clinic. The importance and role of HRM in Cleveland Clinic could not
be over emphasized. The failure or success of the organization relies entirely on HRM and
success could be ensured only with the application of effective strategy (Brewster, Chung &
Sparrow, 2016). By keeping in mind the vision of the organization, a driving force is encouraged
to the accomplishments of HR team of Cleveland Clinic and technological progress by using
SAP, which is a tool of enterprise resource planning. This has helped the clinic in succeeding in
the tough business environment currently inherent in the global arena. Thus, this particular
adoption of the program has helped the department to train all its staffs with the necessary skills
for adding value to the organization.

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References:
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management.
Routledge.
Cleveland Clinic. (2018). Retrieved 7 July 2018, from https://my.clevelandclinic.org/
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), 1-56.
Purce, J. (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.