Analysis and Recommendations: HRM Operations at Hospital 1

This report provides an analysis of the Human Resource Management (HRM) operations at Hospital 1, focusing on the current practices and areas for improvement. The report highlights the crucial role of HRM in the healthcare industry, emphasizing its impact on patient satisfaction and staff management. It identifies that the hospital's HRM functions are currently handled by the CEO and financial manager and recommends the appointment of a dedicated HR team to develop and implement effective HR policies. The report suggests the implementation of a comprehensive HRM model that includes recruitment, training, performance management, and employee development programs. Additionally, it outlines key features of a sustainable HR capability framework, including auto-tracking of correspondence, performance evaluations, and employee self-services. The report concludes by emphasizing the importance of building robust HR capabilities to enhance staff performance and improve the overall quality of patient care, drawing on established HR models and relevant research to support its recommendations.

Running head: Improve the HRM operations of Hospital 1
Human Resource Management
Analyses of HR model

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Executive summary
Human resource management is essential component in health care industry because it is
not only help to build reputation of hospital but also facilitate the staff member of hospital. HR
team and HR manager handle every situation of an organization efficiently whether it is
regarding appraisal, performance management, rewards and recognition or staff grievance,
absenteeism and staff shortage. Human resource management has valued in the sector of health
care. HRM model has been discussed in this report which demonstrates the activities of HR
within an organization. Along with that the key features has been elaborated for building a
sustainable HR capabilities.

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Contents
Executive summary.....................................................................................................................................2
Introduction.................................................................................................................................................4
Recommendation to improve the operations of HRM at hospital................................................................5
Key features of HR capability.....................................................................................................................7
Conclusion.................................................................................................................................................10
References.................................................................................................................................................11

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Introduction
Human resource management is essential element in healthcare industry because it
reforms to improve the quality of services and the satisfaction of patients. Effective HRM plays a
crucial role in the growth of health sector. This report will show the importance of HRM in the
hospital. HRM model will be showing in this report which describes the each element of HR
appropriately. To improve the HRM operation in the hospital, there are some recommendations
given in the context of HRM. Along with that the key features of building a sustainable HR
capability will be described in this report. Capability framework of HR focuses to provide the
relevant pathway for progress for HR professionals along with supervisory responsibilities.

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Recommendation to improve the operations of HRM at hospital
As per case study, there are 400 staff members in hospital and the profile of HR is being
handled or performed by CEO and financial manager. I would like to recommend to CEO of
hospital to appoint HRM faculty separately so that the proper HR policies can be produced. It is
not possible for the repudiated hospital to run without perfect HR policies. It has been analyzed
that they have consultant who come once in a week to manage the HR policies. It has been
recommended that the virtually developed key functions and planning of HR cannot be
succeeded in health sector. CEO of the hospital should focus on the team of HR to develop the
policies within organization efficiently.
The operations of HRM can be improved by hiring dedicated HR manager and HR team.
The attitude of carelessness should not be considered in the hospital due to dependency of many
lives on it (Beer, Boselie & Brewster, 2015). HR of the hospital should be passionate about HR
and its impact on staff and management and the quality of patient care. There should be proper
HR functions, HR planning, performance management, occupational health and safety and
training and development program so that staff of the employee can get proper trained before
providing services to patients. There should be model of HRM which helps to enhance the
productivity of employees and make them ensure that they are working under safer place (CIPD,
2010). HRM is the model which is contains all activities of HR activities. Apart from activities,
there is another variable element in the HRM model- environment. HRM is the function which is
not operating in vacuum. It is impacted by number of internal and external forces such as
technological, political and legal and the conditions of professional.

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Figure 1: HRM model
Source: (Berber, 2011)
HRM model consist all activities of HR such as recruitment, selection, training,
performance & reward recognition, talent management, labor retentions, HR planning and career
planning. These are the important aspects for the hospital to perform in same industry efficiently.
These all aspects of HRM can be performed by only HR manager and HR team not by CEO and
financial manager of the hospital so it has been recommended to CEO to develop the team of
HR. Efficient HR team will hire educated, skilled and deserved candidate to perform the
activities of hospital along with that HR will take care of existing staff so that any issues could
not arise (Cavico, Muffler & Mujtaba, 2012). To improve the operations of HRM, hospital
should develop HR process to build sustainable business. A clear cut plan should be
implemented in the hospital in a year which should be divided in the monthly target. Training
and development program should be implemented with efficient manner because the care of
patient is prior for hospital (Elarabi & Johari, 2014). That is why it is important to have the

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proper knowledge about the policies and procedures of the organization. With the help of HRM
model hospital would be able to achieve the target without losing efficient staff and industrial
reputation. Along with that it will give benefit to personally as well in the form of commitment,
competence and congruence (Ekwoaba, Ikeije & Ufoma, 2015).
Key features of HR capability
The framework of HR capability focuses to enhance the capabilities of recruiting team
with supervisory responsibilities. It has been recommended to CEO of hospital to develop the
framework in which elements should be interlinked which is HR capability model, HR capability
structure and supporting professional development (Alfes, Shantz, Truss & Soane, 2013). The
key features of HR capability are auto tracking of all correspondence history such as emails,
appointments and tasks. It involves human resource policies and organizational routines. HR of
the hospital should have capacity to act and cahnges in pursuit of competitive advantage which is
sustainable. Apart from that the key features of the capability of HR is evaluation of
performance, managing payroll and administration, training and development program,
employee self services, recruitment and selection and learning management. These improve the
capability of HR and facilitate to improve the condition of the hospital and enforce staff to
provide better quality to patients. Hospital should be active to take action immediately without
wasting time (Bratton & Gold, 2012).

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Figure 2: HR capability Model
Source: (Cottrell, 2015).
HR should ensure employee of the staff that they are working at safe place. The
relationship between staff and HR should be more personal in comparison of contractual. There
should be formed in-house training programs for grooming employees to shoulder high
responsibility (Jamali, El Dirani & Harwood, 2015). CEO of the hospital should design HR
policies and introduce each employees of the organization about the vision and mission of the
organization. It has been evaluated by case study that the similar organization of hospital is
efficient in HR team and they are able to manage the function of HR such as job evaluation,
training and development and organizational health and safety. A key performance indicator has
been developed by them (Chen, Ma, Jin & Fosh, 2013). CEO of hospital should be adapted this
features for hospital for sustainable HR capability. It will be helpful for monitoring the track
records of morale, quality of patient’s services and staff retention.

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Conclusion
It has been recommended that HR function is essential for heath and care centre. This
report has been made as per given case study. Recommendation to improve the HRM operations
of hospital and key features to build the sustainable business HR capabilities has been covered in
this report. HRM model involves all activities of HR appropriately. HR capabilities model
consist HR technical skills, business and professional skills and leadership and personal
behavioral effectiveness. These capabilities are important component of HR skills. The
transformation of HR helps to handle persistent observation on building these effective
capabilities and it facilitate to remove the obstacle from an organization.

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References
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Cavico, F.J., Muffler, S.C. & Mujtaba, B.G. (2012). Appearance discrimination in employment:
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Inclusion: An International Journal, vol. 32, no. 1, pp. 83-119.
Chen, X., Ma, J., Jin, J. & Fosh, P. (2013). Information privacy, gender differences, and intrinsic
motivation in the workplace, International Journal of Information Management, vol. 33,
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CIPD, (2010). Workforce planning Right people, right time, right skills, Guide Spring 2010, pp
2-23.

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Cottrell, S. (2015). Skills for success: Personal development and employability. Palgrave
Macmillan.
Ekwoaba, J. O., Ikeije, U.U. &Ufoma, N., (2015). The impact of recruitment and selection
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Gould‐williams, J. S., Bottomley, P., Redman, T. O. M., Snape, E. D., Bishop, D. J.,
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high commitment human resource practices and work overload matter?. Public
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