Human Resource Management Report: Employee Motivation and Recruitment

This report delves into the critical aspects of Human Resource Management (HRM) within the context of Bumrungrad International Hospital (BIH). It begins by highlighting the importance of HRM in fostering employee motivation and engagement, crucial for the sensitive healthcare sector. The report explores key motivational theories, including Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, and their practical application in improving employee satisfaction and performance. Furthermore, it examines effective employee recruitment strategies, emphasizing the use of modern tools like social media and online platforms to attract and retain talent. The report concludes by analyzing suitable HR strategies, underscoring the significance of well-defined HR policies and procedures to enhance organizational growth and development. The report provides insights into the challenges faced by BIH and offers recommendations for improving employee motivation, recruitment, and overall HR practices.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
1 Employee motivation and staff engagement.......................................................................5
2 Employee recruitment strategy............................................................................................9
3 Examining suitable HR strategies.....................................................................................11
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

ILLUSTRATION INDEX
Illustration 1: Maslow's need hierarchy theory................................................................................5
Illustration 2: Herzberg's two factor theory.....................................................................................6
Illustration 3: Recruitment strategy.................................................................................................8
Illustration 4: Talent management strategies.................................................................................13

INTRODUCTION
Human resource management is one of the most significant parts of organizational
operations. It is a strong internal factor of the company which helps the business in developing
high prospects of growth and development (Whiting, Podsakoff and Pierce, 2008). Every
business unit focuses on managing a strong and committed team of employees who may
contribute efficiently in delivering high results for the growth and development of business. In
the present era, companies are facing several issues with regards to staff training, development
and retention. The organization focuses on developing effective and innovative strategies in
order to retain and develop employees.
Park and Rainey (2012) stated that employees are significant assets of the company
because they help business in developing a competitive and positive organisational culture. It is
exclusive of resources required for the entity and cannot be replicated by competitors. This
statement ensures that well developed practices and policies may help staff in motivating and
enhancing growth prospects of the business as a whole (Chafetz, Prentkowski and Rao, 2011).
Every industry irrespective of its area of operations needs a team of skilled and trained employee
in order to attain favourable results for the business.
Bumrungrad International Hospital (BIH) of Bangkok provides wide medical facilities to
the patients in order to manage health equality within the country. The organization is well
established and provides services to more than 1200000 patients every year. Bangkok is a well
known tourist destination. Thus, organization has developed an effective measure to analyse
health issues of foreign patients as well and provide them with needful services. This Heath and
Medicare unit needs a well trained and motivated team of employees to analyse the needs of
patients and treat them well in order to attain fast and quick recovery of the patients. The
organizations at present are facing many issues regarding employee motivation, retention and
Human Resource (HR) policies such as working hours, work-life balance etc. (Blackman and
Kelley, 2006). All the mentioned factors have created an ineffective and low impact on growth
prospects for the business. Moreover, the cost of hiring new individual and training them is high
for BIH.
The present study will focus on the given case and developing an in-depth study about
the measures and strategies that the company must adopt in order to motivate employees of the
organization. It will focus on linking theoretical perspectives with the practice working
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conditions. Moreover, for analysing the sensitivity and vitality of healthcare sector, the study will
examine strategies and practices for the business. This may help staff in managing work-life
balance within the company. Moreover, report will focus on suggesting the use of modern
technologies and resources in order to attain right person for the right job.
1 Employee motivation and staff engagement
Health and social care sector is a sensitive and fragile segment. It focuses on stabilizing
health equality within the economy. Employees are the major source of service providers for the
sector. High rate of privatization has developed the focus of industry towards growth and
profitability as well (Hutchinson, 2014). In the present era, these business units are aiming to
enhance its brand image through well managed services. Employees are the major service
providers within the segment of well motivated and committed employees. They may help the
business to grow and develop as a competitive edge within the market. BIH is presently facing
some major issues regarding employee motivation and staff engagement. This has led the
company in creating an ineffective impact on employee performance. Moreover, this factor is
responsible for raising the rate of employee turnover which has resulted low profitability of the
firm.
Motivation is an urge of better performance which helps the individual in developing
his/her contribution for the company. Every business unit focuses on enhancing employee
motivation using different factors and strategies. Different authors have given different theories
of motivation which has helped the companies in creating a wide impact on the growth and
development of the companies (Tabassi and Bakar, 2009.). These theories focus on the factors
which helps an organization in analysing the needs of the employees and developing effective
strategies in order to attain the same. The theoretical knowledge of this concept helps a business
in creating a high growth impact of the business.
Maslow Need Hierarchy Theory
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Abraham Maslow gave this theory in the year 1943 which focused on analysing the needs
and requirements of employees within the business units in order to attain wide growth
prospects. This theory worked on the principle that unsatisfied needs are motivators for
employees and thus creates high range of satisfaction within the company (Ganesan and et.al.,
2009). Theory categorised the needs of individuals in five different stages, which developed a
base of understanding for the management. Maslow need hierarchy theory contributes: Psychological needs: These stage individual needs focused on the basic need of food,
water and shelter. As per the theory, a BIH should focus on analysing the basic needs of
the people by providing them with a basic salary to attain their psychological needs. Safety needs: These needs of individuals deals with safety and security requirements. The
theory suggests that every individual seeks safety prospects which include personal
health, job security, safe working environment etc. BIH should thus develop an effective
and safe working environment for the employees (Wall and Wood, 2005). Social needs: The needs of belongingness are yet other crucial needs of the individuals.
BIH may adopt measures such as team works, unofficial employee meet, long lunch
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Illustration 1: Maslow's need hierarchy theory
(Source:Pas and et. al., 2011)

hours etc. to develop social bonding within the people. This will help in motivating and
retaining people within the company. Personal needs: At this stage, employee seeks respects and fame within the company and
in social groups. Strategies such as non financial motivators, elite group linkage etc. may
help the business in high growth prospects (Wilson, 2005).
 Self-actualization needs: These factors are the most crucial needs of the employees.
These are the personal needs of the employees.
Thus, the above theory will help BIH in effectively understanding the individual needs
for employee. It should develop strategies in order to attain the above mentioned needs
efficiently.
Herzberg Two Factor Theory
Frederick Herzberg introduced the theory of motivation in the year 1959. The author
developed this theory by understanding the need hierarchy theory. The given theory effectively
analysed various factors of employee motivations and concluded that these factors may be
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Illustration 2: Herzberg's two factor theory
(Source: Hutchinson, Quinn and Alexander, 2006)

efficiently categorised into two broad categories. As per the author, satisfaction and
dissatisfaction at work nearly always arose from different factors. As per the author, the
motivating factors for the employees are different form demotivating factors but are not the
opposite of the other (Cummings and Worley, 2014). On the basis of the given phrase, the author
developed two different factors of motivating. These are mentioned henceforth: Hygiene factors: These factors are defined as the basic needs of the individuals. The
absence of these factors may create high level of dissatisfaction within employees.
However, their presence is unable to motivate them for better performance. These are the
extrinsic factors such as job security, salary, working conditions, leadership etc.
 Motivators: These intrinsic factors develop high motivation within the employees as they
closely relate the advanced needs of the employees within the company (Deckop, 2006).
These include factors such as achievement, growth, responsibility, recognition etc.
As per the given case scenario, this theory will help the business in developing effective
growth and development prospects within the market. The stated theory will help the
management in understanding the needs and requirements of the employees. Hygiene factors and
motivators are efficient in defining and categorising the employee’s needs as well. This will help
the hospital in managing a strong and committed team of employees (Dezdar and Sulaiman,
2009). The two different theories provide an effective and clear understanding about
motivational factors and its impact within the companies. The current case mentioned in the
study is focusing on enhancing employee motivation through well defined strategies. The
Herzberg's theory of motivation will help in developing a well defined base for the same. These
intrinsic and extrinsic factors will help in defining employee’s needs and requirements and thus
will enhance employee motivation of the organization.
2 Employee recruitment strategy
Employee recruitment is the widely demanded process within the organization in order to
create high impact on growth of the business. The process of recruitment attracts, appoint and
select a right person for the right job. The global business world has posed wide challenge for the
business in creating high and effective opportunities for employee attraction within the market.
Changing requirements of roles and increasing market competition is one of the major factors
which have helped the business in developing wide demand gap within the market. The
recruitment strategy is one of the crucial and effective factors of the company
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BIH is operating efficiently in Bangkok providing extensive services to the domestic as
well as foreign patients. This factor helps the company in developing a competitive edge within
the market. As per the given case, BIH is facing few major issues in retaining the employees for
the organization. To attract and appoint effective and capable employee, BIG needs to develop
and design strategies which are advanced and well planned for the company (Bilton, 2007).
Advanced and modern technologies have replaced the traditional recruitment measures with
technological and speedy process. Strategies such as advertisements, job fairs and
recommendation have become obsolete within the current market. Presently, organizations are
developing effective use of social media which is one of the exploding and most widely used
services within the market.
Illustration 3: Recruitment strategy
(Source: Eagly, Johannesen-Schmidt and Van Engen, 2003)
BIG must use social media websites such as linked in, Facebook and twitter as well to
seek the potential employees and make them aware about the job availability within the
company. The business unit may focus on developing effective use of internet by posting the job
availability on websites, blogs and job portals as well (Kitchen, 2007). This will help in
informing large number of people. Career pages are yet effective and most creative measures of
developing high demand within the market. These are essential in order to enhance effective
recruitment for BIH the company must adopt wide prospects of enhancing brand image of the
organization. This is an effective manner to attract talented employees for the business.
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Using mobile applications is yet another effective measure which may help the business
in generating high recruitment measures for the organization. Posting job vacancies and checking
the CV of candidates falling in the category of organizational needs and requirements will help
in selecting the right person for the right job. Moreover, the company may also focus on
developing page on Facebook, Instagram etc. in order to generate quick and effective response.
Moreover, apart from these strategies google plus is effective source of seeking connections and
analysing job availability (Komarraju, Dollinger and Lovell, 2008). All the above mentioned
strategies are effective for the growth within the market. However, there are certain threats
associated which includes the threat of misinterpretation, forgery etc. Thus, the company must
carefully use the above mentioned strategies and adopt measures to properly check the identity
and qualifications of the applicants for job vacancy within the company. This will help the
business in enhancing growth prospects within the market.
3 Examining suitable HR strategies
A well developed HR policies and procedures are very important and significant for the
companies to enhance growth and development within the market. Businesses create wide
impact on the overall development of the companies by designing and developing HR policies
and procedures in the favour of employees and develop effective working measures for them.
BIH has developed an effective brand image within the market. This health and social care unit
is facing some major issues of employee motivation, retentions and work life balances as well.
These issues impact the performance of the company significantly and have created in effective
impact on the overall business development issues (Belcourt, 2010). The organization at present
is focusing on developing and renovating its strategies regarding work life balance and diversity
issues. Talent management is another crucial aspect of the agenda for the company.
a) Work life balance and diversity
BIH is a renowned business unit which operates effectively in healthcare sector. The
sensitivity of these segments demands highly motivated and committed team of employees.
Work life balance and diversity management is the crucial need of the company (Employee
engagement: 14 expert tips for HR on motivating employees, 2013.). BIH is a large healthcare
unit where HR issues have caused significant impact on the work life of the employees.
Organizational staff complaints that strategies and policies of the organization are ineffective to
maintain work life balance. It has caused high level of dissatisfaction within the employees.
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Stressful work profile and changing work roles have created ineffective impact on the employees
(Wilson, 2005). Moreover, the organization provides quality healthcare services to domestic and
foreign patients. This demands the need of diverse workforce in the organization highly. BIH can
focus on developing its HR strategies in order to attain these needs of the company successfully. Introducing Flexibility: In the present era, complex working conditions and high
working schedules are ineffective for deriving valuable results for the business units.
Introducing flexibility is one of the most profitable strategies for overcoming these
factors. Flexible working hours will help the employees in adjusting their work schedule
according to their family lives. This will help the company in focusing on accomplishing
personal as well organizational objectives. Leave management: Managing leaves and compensation is upcoming needs of the
employees. In order to enhance work life balance in BIH, the organization may develop
effective leave compensation structure. Providing flexibility in leave arrangements to suit
employees’ personal circumstances, including leave for school holidays through
purchased leave arrangements and extended leave without pay to provide full-time care to
family members will help them in balancing their personal and professional lives (Collins
and Smith, 2006). Maternal and paternal leave options are also significant measures for
developing high effective success measures for the organization. This will develop a
positive and supportive brand image of the organization for employees and environment
as well. Childcare policies: Leading issues faced by BIH are low retention rate. Employees of the
company complaints that tight working schedules and stressful work profile has results in
creating high level of mismanagement in their personal and professional lives. Mothers of
young kids are facing critical issues in managing time to take care of kids and manage
their roles and responsibilities in the hospital. In order to overcome such situation, the
organization should arrange the crèche and child care policies in the organization itself
(Frimousse and et.al., 2012). This will help the employees in balancing their personal and
professional lives. The mothers will be carefree about the kids and will be able to deliver
higher and effective results for the company. Cross training: This is a viable option to develop diversity and work life balance within
the company. Cross training is the process where the employees are trained and
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developed for different roles and situations. This training closely link with job rotation
strategies (Watkins, 2007). This method will be highly useful for the stated organization
and will help the business in gaining high and efficient results. The company may adopt
this strategy in order to enhance divert measures. This will help the employees in
developing teams and enhancing their interpersonal skills. Moreover, Cross training may
also effectively help in providing different roles to different employees. Thus, the staff of
BIH will be trained to manage different roles. This will be effective in managing leaves
and staff needs as well. The mentioned policy however is ineffective for highly skilled
and professionals such as doctors. Family events and meetings: Developing measures to infuse positive environment by
organization positive events and family meetings will help the company in balancing
effective working environment. BIH has developed an effective brand image within the
market in order to create high and effective brand value within the economy. Informal
family meeting will help in developing a social bonding between the families of staffs
and create informal bonding between the two (Aillé, Fournier and Lamontagne, 2011). In
addition to this, proposed strategy will be highly effective for developing family support
for the employees as well. The contact of management with the family members of staff
is highly motivating factors for enhancing their performance and employee loyalty. Apart
from this, family meeting will help the company in closely considering the diversity
issues as well.
b) Talent management
Increasing global impact on businesses has developed high level of competition within
the market. Companies in present era are developing innovative strategies to enhance
profitability and brand image of the organization. Employees are key resources of every
organization in the present world. They help the company in developing a competitive edge and
attain high measures of success (Jacobs, 2015). Talent management is a set of integrated HR
process designed and developed to attract, motivate and influence employees with the motive to
attain high performance, sustainability, high rate of retention and strategic development of the
company.
As per the given case, the employees of BIH are facing some major issues in retaining
and motivating staff for organizational growth. Due to rising market competition, the
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