Case Study: Analyzing HRM Issues in Healthcare Organizations

This case study analyzes human resource management (HRM) practices within two healthcare organizations. The first hospital lacks a dedicated HR department, leading to inconsistent policy application and management challenges. The second hospital has a well-established HR system. The assignment provides recommendations for the first hospital's CEO on establishing an effective HR department, including convincing stakeholders, defining HR roles, recruiting qualified staff, and implementing training programs. The case study also outlines key features of building a sustainable HR capability, such as employee training, fostering positive employee relations, and securing support from other organizational departments to ensure HR's effectiveness in addressing issues like employee turnover, absenteeism, and staff shortages.

Running head: HUMAN RESOURCE MANAGEMENT CASE STUDY 1
Human Resource Management Case Study
Student’s Name
University Affiliation

HUMAN RESOURCE MANAGEMENT CASE STUDY 2
Human Resource Management Case Study
Executive Summary
Human resource management department is of significant importance to
organizations. It deals with employees of the organization, who have the capability to ensure
that it prospers within a very short period. Organizational employees consist of all the
individuals that operate under it and are then paid for the duties and roles that they carry out.
This paper assess human resource issues that occur within the organization. Information
provided is based on a case study that presents two organizations with significantly different
backgrounds regarding human resource. Recommendations on how one of the organizations
can establish a human resource department and how this department can be maintained are
made
Table of content
Title Page
Cover page ………………………………………………………………. 1
Executive summary ……………………………………………………… 2
Table of contents ………………………………………………………… 2
Introduction ……………………………………………………………… 3
Case study overview …………………………………………………….. 3
Recommendations to the CEO of the first hospital ……………………… 4
Key features of building a sustainable HR capability …………………… 5
Conclusion ………………………………………………………………. 6
References ………………………………………………………………... 8

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Introduction
The organizational human resource department operates to ensure that the welfare of
organizational employees is upheld and that the individuals operate with high levels of
motivation, which enables them to be highly effective as they carry out their roles and duties.
Without an effective section of the organization carrying out the roles of this department, the
organization face significant challenges like employee turnover, lateness at work and the lack
of employees that are highly motivated. The human resource (HR) section of an
organization, therefore, can make significant changes on how an organization operates. An
organization is much better with a more capable human resource department than an
ineffective section that carry out human resource duties and role (Vardarlier, 2016). This
paper address the issue of how an organization can establish an effective department to carry
out HR roles and ensure that it remains in complete effectiveness throughout the
organization. Its focus is to help an organization establish and maintain an effective human
resource department.
Case study Overview
From the case study, two different types of healthcare offering organizations are
presented. The first organization does not have a fully effective HR section. The functions of
human resources are distributed among the organizational management. The organization
also lacks the definition of the duties and roles of human resource that the members of
management should carry out. “The outcome of this model of HRM has been significant
challenges in terms of inconsistent application of HR policies, and practice by middle and
supervisory management.” (Case study, 2017). Unlike this organization, the second
organization has a well-established system that deals with all the roles of managing

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employees in the organization. This department carry out the roles of employee motivation,
recruitment and helps to ensure that there is less employee turnover. The case reveals that
these two organizations are exactly the opposite of each other about the human resource
department (Wilkinson, & Johnstone, 2016).
Recommendations to the CEO of the first hospital
The first hospital is the organization that lacks a stable department dealing with
employee issues in its operations. To enable the organization to address the human resource
challenges that exist within that organization, some changes are required. Since the CEO of
the organization is the main organizational decision maker, I would offer some advice on
how to handle the issue. I would begin by explaining to the CEO on how to convince the
organization shareholders the importance of a dedicated department that deals with employee
issues. Organizing a meeting, whose purpose is focusing on the issue of lack of a HR
department and the possible solution through which the organization can use to address it is
an appropriate step to begin with. “Poor human resource department that does not help the
organization through its effectiveness is a major problem to the organization (Batarliene,
Ciziuniene, & Vaiciute, 2016).” With the right strategies of addressing it, however, the
organization has the chance to manage to ensure that it remains in complete control of all
operations regarding employees that take place. After organizing the meeting, the CEO can
explain to the organizational management the importance of a functioning human resource
department and the benefits that it would have to the organization. Citing the organizational
challenges caused by the lack of this department, which the organization is facing could help
in ensuring that all individuals view the situation in a similar perspective, and support the
establishment of this department in the organization (Price, 2011).

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After convincing the management and the rest of the employees on the importance of
this department, the CEO would then have the support to establish a well capable and
effective human resource department that has a human resource manager and a team to carry
out all the human resource duties and roles within the organization. Establishing this
department is also not an easy task. The organization should begin by establishing a plan of
carrying out the necessary events and making sure that the plan is effective. Within this plan,
the specific duties of HR should be defined, and the organization should seek means through
which it can obtain individuals that can carry them out effectively. With this regard,
therefore, the organization should prepare for a recruitment exercise through which the
individuals with skills and capabilities to operate as human resource managers can be
recruited. The recruitment of human resource managers is an important exercise that will be
determined the effectiveness of the team that the organization will establish. Without a
current running human resource management team, the organization should establish a team
of individuals to carry out this duty and formulate a recruitment of additional individuals to
join the HR team of the organization. From this information, the CEO can manage to
establish a human resource department in his organization, which will be fully functional and
effective (Allui, & Sahni, 2016).
Key features of building a sustainable HR capability
After creating a human resource department that is fully functional in an organization,
there are still more necessary strategies that an organization should implement to ensure that
the human resource organization is sustainable and capable. A sustainable human resource
team is one that consists of highly trained individuals with motivation to carry out the duties
within the organization. The first step in making the human resource team of the organization
effective is ensuring that each of the team has the necessary skills and motivation to carry out
his or her duties effectively. The organization should, therefore, begin by organizing a

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training and development program which will equip all the human resource employees with
the skills and capabilities that they need. Establishing this training exercise will help the
organization to have a highly capable team that will execute all the roles and duties of human
resource in the most effective way (Kasonde, & Steele, 2017).
After training, the next important step is helping the human resource team to build a
sustainable relationship with the organizational employees. The individuals do not require a
personal relationship, but a professional way of relating well with all the organizational
employees. The most effective way through which they can achieve this is when they have
managed to establish a good relationship with these employees. By managing to establish
such a positive relationship, the individuals can manage to increase the means through which
they remain effective with their operations and become the best (Niles, 2013). The other
important feature to HR department is the support of other organizational departments. The
HR issues involve all the other departments. “The support of every employee in the
organization regardless the departments within which they operate helps the department of
HR to achieve its purpose within that organization (Anna, 2015).” Having employees that do
not cooperate with the human resource department makes it extremely difficult for the HR
team to succeed in achieving its purpose (Anna, 2015).
Conclusion
In conclusion, the HR department of an organization is very important. Without it, an
organization faces a lot of challenges. These challenges are similar to the ones the first
hospital in the case study was facing, and among others include employee turnover,
absenteeism, and staff shortage. With a well-functioning and effective human resource
department, however, the organization has the capability to ensure that all the individuals
remain effective and capable by carrying out human resource roles in the organization. With

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this understanding, therefore, the most important aspect to consider is to establish a stable
human resource department in hospital one and then for both organizations ensure that the
departments remain effective and sustainable (Fontana, Aryanto, & Zakaria, 2015).
References

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Allui, A. & Sahni, J. (2016). Strategic Human Resource Management in Higher Education
Institutions: Empirical Evidence from Saudi: Social and Behavioral Sciences.
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Anna, J. (2015). The Impact of Human Resource Management on the Innovativeness of
Public Hospitals: Social and Behavioral Sciences. Retrieved from
http://www.sciencedirect.com/science/article/pii/S1877042815058723
Batarliene, N., Ciziuniene, K & Vaiciute, K. (2016). The Impact of Human Resource
Management on the Competitiveness of Transport Companies: Science Direct.
Retrieved from http://www.sciencedirect.com/science/article/pii/S1877705817318866
Case study, (2017). The role of HR in creating sustainable organizations: Case study.
Fontana, A., Aryanto, R. & Zakaria, A. (2015). Strategic Human Resource Management,
Innovation Capability and Performance: An Empirical Study: Social and Behavioral
Sciences. Retrieved from
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Kasonde, M. & Steele, P. (2017). The people factor: An analysis of the human resources
landscape for immunization supply chain management: Science Direct. Retrieved
from http://www.sciencedirect.com/science/article/pii/S0264410X17301925
Niles, N. (2013). Basic concepts of health care human resource management. Burlington,
Mass: Jones & Bartlett Learning.
Price, A. (2011). Human resource management. Andover: Cengage Learning.
Vardarlier, P. (2016). Strategic Approach to Human Resources Management During Crisis:
Social and Behavioral Sciences. Retrieved from
http://www.sciencedirect.com/science/article/pii/S1877042816315919

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Wilkinson, A. & Johnstone, S. (2016). Encyclopedia of human resource management.
Cheltenham, UK: Edward Elgar Publishing.