Report: Analyzing HRM's Role in the First Hospital and CEO Advice

This report analyzes a case study focusing on the first hospital and the crucial role of Human Resource Management (HRM). The report begins with an executive summary, followed by an introduction that highlights the impact of HRM on organizational success, particularly in healthcare settings. It then provides detailed advice to the CEO, emphasizing the need for a professional HRM team and the importance of strategic HRM policies. The report underscores the significance of HRM in budgeting, workforce management, and staff development. Key features of effective HRM are discussed, including building sustainable HR capabilities, strategic planning, and aligning HRM with organizational goals. The report concludes by emphasizing the essential nature of HRM in delivering efficient medical services, achieving patient satisfaction, and providing a strong foundation for the hospital's success. References to relevant academic literature are also included.

Running head: THE ROLE OF HUMAN RESOURCE MANAGEMENT
THE ROLE OF HUMAN RESOURCE MANAGEMENT
Name of the Student:
Name of University:
Authors Note:

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Executive Summary
This report will analyze the case study that has been mentioned and will give proper
advice to the CEO of the first hospital in order to improve its situation. It will show the ways in
which the HR handles a situation, further it will answer analyze and evaluate through the advice
that is given to the CEO, that how HRM helps an organization to improve and get away from the
chaos. Further it will show the sustainability of HR role and key features of it s per the case
study.

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Table of Contents
Introduction......................................................................................................................................3
To Improve the Role of HRM in the First Hospital.........................................................................3
Advice to the CEO.......................................................................................................................3
Importance of HRM.....................................................................................................................4
Key Features of HR.........................................................................................................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

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Introduction
This report will mainly focus on the HR role on the first hospital that has been facing
problems. According to the case study given how a company can fall due to lack of HRM.
Further this report presents with advice that is given to the CEO of the first hospital. The report
will suggest an action to the CEO for the hospital in order to improve the Human Resource
Management at that particular hospital. Further it will give the key features of the HR role
building a sustainable HR capability, i.e. how will it build a proper idea or plan to make a
sustainable HR capability, it will explain the steps that an HR has to take to give a strategic
outlet and how will it deal with both its inner and external problems as the second hospital is
going well due to its HR policies.
To Improve the Role of HRM in the First Hospital
Advice to the CEO
In order to improve the condition of the first hospital as mentioned in the case study, a lot
step is there which the CEO should take immediately. The CEO of a hospital at first have to
understand that the work of the HR has to be done by a professional HR and no manager or the
CEO himself can handle it. The CEO should understand that the hospital is going down just
because of its lose HR policies. The CEO should now consider appointing a HRM. It is not the
job of the finance manager and the CEO himself to work as a HRM. It is but obvious that the
middle manager will have no knowledge about HRM as HRM is a different course of work,
which includes a lot of rules. The CEO first should understand and differentiate between the
courses of work each post has. Just like a doctor cannot work if he is given to build a bridge, as it

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is the task of an engineer, similarly, HRM has various key factors that affect a heath care
practices in a good way. Hospitals need much more attention of the human resource management
as it requires more efficient staffs and a proper plan to move ahead. The CEO have to make sure
that in order to improve the quality of the hospital he has to take help from the HRM to manage
the functions of the hospital, to make sure that the staffs are working efficiently, to handle the
quality care that has been given to the patients.
Importance of HRM
The HRM helps to budget elements; they take care of the health system input and look
after the expenditure categories as well (Townsend, Lawrence & Wilkinson, 2013). The human
resource management has the vital role to play in the field of management, especially in hospitals
where the customers as in the patients might face inconvenience because of the performance of
the staffs and incapability of the management to perform better. Therefore based on the case
study, it is to be suggested that the main and primary job of the human resource management is
to analyze the job see the threats of the organization and manage the work force utility and
measurement and appraisal of work force. To improve the hospital the CEO should take help
from the HRM to strategize the development of the hospital and see what equipments and
measures other hospitals are taking and work according to that the Human Resource
Management should take its decision. The CEO should understand that the lack of knowledge
about the HRM (Human Resource Management) in a hospital can affect the development
strategy in the health care sector of any country. According to the CEO of the hospital the
company is in good hand but however by seeing the consequent challenges that hospital is facing
the CEO has to make changes to improve the condition and the first step after appointing the HR
team is to make sure that the human resource management team has the proper knowledge about

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the HR function. The CEO has to understand that the role of HRM is very important as they are
responsible for the recruitment of the staffs, training them, assessing them, attraction and even
rewarding the employees as well as seeing organizational leadership. In the first hospital as per
the case study, the hospital needs much more guidance of HRM in order to discipline the hospital
and make a system more effective (Wagner III & Hollenbeck, 2014). A properly trained and
confident HRM is required to manage the institutions. (Renwick, Redman & Maguire, 2013) The
function of Human Resource Management should include all the area of management such as
financial management, marketing management and production management. The functions of the
HRM are done by the HR managers to fulfill the objectives and goals of the organization and not
middle manager. The HR work is basically divided into two sections, the operative functions and
the managerial functions, which needs regular attention and not once a week attention. The basic
functions are the managerial functions which are performed by thee HR managers as the HR
heads of their own department, (Baluch, Salge & Piening, 2013). In a hospital both the
managerial functions and operative functions are very important, but operative functions are
done exclusively by the HR managers. In a hospital the operative functions need to be handled
more carefully as a lot of the performance of the hospital depends on it. Therefore the CEO
should have very strong human resource management (Noe et al., 2014) As their work includes,
job analysis and job design, selection and recruitment, health care opportunities, distribution of
employee benefits, negotiations with organized labor, employee inspiration, employee
termination, determination of emerging in the future trends of health care and strategic planning
(Hülsheger et al., 2013). The CEO has to understand and thereafter improvise all this advice in
his hospital to win over the challenges it is facing.

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Key Features of HR
The key feature of an HR is to manage the people of the organization in order to increase
competitive advantage. According to the case study it is important to keep an adequate HR
department. The main significance of the evolution of HR is the growth of its character from
personal management to include organization effectiveness and growth. The organizational
capabilities are very important and it is known as Elusive Assets (Renwick, Redman, & Maguire,
2013). It is consisting of products such a s financial service, software. The organizational
capabilities like leadership, like-mindedness, connection with the customers are very important
in an organization. The change in the nature of the HR role is changing rapidly and dynamically,
there work has become far more intense than just recruiting people and maintaining the rules and
regulations. (Sheehan et al., 2014) The HR is now becoming the back bone of a company. The
approach of Human Resource Management has developed and the word ‘sustainability’ is dealt
with semantic difficulties just like conceptualizing its relation with HRM. Therefore the main
key feature is to increase the focus on sustainability, as it helps to meet the expectation of diverse
stakeholders (Alfes et al., 2013). As a sustainable organization will able to meet its expectation
of it stakeholders. It will able to generate long-term goals and benefits by making link between,
environment, economics and social consideration of that organization. In order to build
sustainable organization few thinks has to be kept in mind, i.e. the customer demand, capabilities
of the competitors, the importance of strategy, the basic value of that particular organization, the
importance of organizational culture, global trends and the creating a benchmark for that
industry, short-term external actions. There should be a proper division of the group of
employees, frontline employees, senior and executive leadership, and then comes the midlevel
management and finally frontline supervisors (Marler, & Fisher, 2013). This division helps in

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categorizing the work and managing the employees accordingly. The gap in skills should not be
there and hence it will detect the capability of the sustainability of that organization (Armstrong,
& Taylor, 2014). The HR is mainly kept to discipline an organization as discipline is the main
part to keep an organization for a long term. The Human resource management is the link
between the human, social components and business strategies of the firm. The HR role is a
widespread program of consultation, meeting the goals of the company for the betterment of
those particular organizations. The management team of the CEO is the architectures of the
social structure and their main partner is the HR manager of the company (Messersmith, &
Wales, 2013). The management has to consult with the HR regarding any changes in the
organization, as the HR decides whether the new change will be profitable for the organization or
not. It has been proved that the HR has a very important responsibility in an organization.
Conclusion
The Human Resource Management is essential in order to allow the delivery of effective
and efficient medical services and also to achieve patient satisfaction. According to the case
study the first hospital faced a lot of challenges just because the lack of knowledge they had
about HRM. The above report shows that the human resource management has an effective
impact on the healthcare eminence. The role of human resource management is to achieve
management goals of institution and to put more effort in order to develop the performance of
the hospital nurses and staff through proper training to progress the value of healthcare service.
The role of an HR is very crucial in every organization and without them any organization is
backboneless.

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References
Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line
manager behavior, perceived HRM practices, and individual performance: Examining the
mediating role of engagement. Human resource management, 52(6), 839-859.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Baluch, A. M., Salge, T. O., & Piening, E. P. (2013). Untangling the relationship between HRM
and hospital performance: The mediating role of attitudinal and behavioural HR
outcomes. The International Journal of Human Resource Management, 24(16), 3038-
3061.
Cooke, F. L., & Bartram, T. (2015). Guest editors’ introduction: human resource management in
health care and elderly care: current challenges and toward a research agenda. Human
Resource Management, 54(5), 711-735.
Hülsheger, U. R., Alberts, H. J., Feinholdt, A., & Lang, J. W. (2013). Benefits of mindfulness at
work: The role of mindfulness in emotion regulation, emotional exhaustion, and job
satisfaction. Journal of Applied Psychology, 98(2), 310.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review, 23(1), 18-36.

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Messersmith, J. G., & Wales, W. J. (2013). Entrepreneurial orientation and performance in
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Journal, 31(2), 115-136.
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(2014). Human Resource Management in Practice: For Certificate IV BSB41013 and
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Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A
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Wagner III, J. A., & Hollenbeck, J. R. (2014). Organizational behavior: Securing competitive
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