Human Resource Management Report: Case Studies and Recommendations

This report presents a comprehensive analysis of two case studies focusing on Human Resource Management (HRM). The first case study examines an organization lacking a dedicated HR department, highlighting issues such as high employee turnover and absenteeism. Recommendations are provided to the CEO to address these challenges, emphasizing the need for a structured HR department, revised policies, and employee motivation strategies. The second case study showcases an organization with a well-established HR department, demonstrating effective management practices. The report outlines key features for sustainable human resource capabilities, including employee engagement, transparent policies, and adaptable leadership. The conclusion emphasizes the critical role of a dedicated HR department in organizational success, drawing insights from both case studies and referencing relevant HRM literature.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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Executive summary
The following report deals with the two case studies of two organizations, the first
organization does not have a proper HR department and the second organization has a HR
department. In the first organization there a lot of issues that the organization is facing and in the
second case the organization is not facing any issues related to the human resource. Therefore,
the difference lies in presence and absence of HR department.
In the report for the first organization, recommendations are provided so that the CEO can solve
the issues that the organization is facing. The report consists of key features that a good
organization should have for the sustainable human capabilities.

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Table of Contents
Introduction......................................................................................................................................3
Case study 1.....................................................................................................................................3
Recommendations........................................................................................................................3
Case study 2.....................................................................................................................................5
Features for sustainable human resource capabilities..................................................................5
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

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Introduction
Human resource management is an integral element of an organization. The HR
department carries out a number of tasks, like recruitment, selection, training and development,
leadership management and boosting the morale of the staffs. The two case studies shows how
presence and absence of Human resource department in an organization, affects the organization
(Reiche et al., 2016).
In the case studies there are two organizations, the first is a hospital where there is no
proper Human resource department and no senior manager. The CEO of the hospital is in
assumption that everything is fine but there are a number of issues in the organization, like the
employee turnover, absenteeism and other patient management related functions. In the second
organization, there is a HR department and all the functions are carried out in a very organized
manner (Tyson, 2014).
Case study 1
Recommendations
It is very important for every organization to have an internal human resource
management department rather than hiring a consultant for carrying out the HR functions. A
number of activities are carried out by the human resource mangers that need to be performed by
a separate department because it has a vast area of operation (Storey, 2014).

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The CEO of the organization needs have a separate Human resource department. The middle
level managers would not be able to perform the HR functions by devolving it virtually, because
HR functions are very complex. The Payroll functions are a part of human resource management
so the HR department should do it. For any organizations the policies and the framework should
be confidential therefore it is not wise for the CEO to have a consultant who is not an full time
employee of the organization, there are chances that the consultant can leak confidential
information related to the organization. A consultant is an employee of the organization and will
not know the organization and its employees better than any other staff who works in that
organization. The CEO can hire any from the senior managers to be the senior Human Resource
Manager. The present policies and practices of the organization need to be revised (Purce, 2014).
The CEO should arrange a meeting with all the managers and discuss about framing new policies
for the organization. Proper planning needs to be done for establishing a in house HR
department. All the middle level managers need to be told about the concept of Human Resource
department and its benefits. A proper training needs to be provided to the staffs that will be
joining the new new department. The recruitment and selection procedures in the organization
need to be changed so that the employees hired have efficient knowledge and skills in the area of
their operations. A proper investigation is needed to find out the reasons behind the increasing
number of absentees and employee turnover. The reason behind the job dissatisfaction of the
employees should be identified and the CEO should take suggestions from the employees about
the measures that are required to be taken to make the present condition of the organization
better (Kramar, 2014). The employees are needed to be motivated so that they can provide
efficient healthcare services to the patients. The grievances of the employees are to be addressed
if any, and they should be resolved. For motivating the employees the CEO should reward the

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good performers by offering them monetary or non-monetary incentives (Snell, Morris &
Bohlander, 2015) . The employees who are underperforming needs to be given proper training.
The appraisal and promotion policies of the organization needs to be revised so that employees
are motivated to work efficiently and there is less issues like absenteeism and employee turnover
(Marchington et al., 2016).
Case study 2
Features for sustainable human resource capabilities
For building sustainable Human capability first, it is very important for the organization
to have a Human resource department. The Human resource department is responsible for
carrying out all the functions related to the human resource of the organization, like recruitment
and selection, training and development, wages and salaries of the employees, promotion and
appraisals, motivating the employees and holidays and leaves of the employees. The organization
needs to have a broader outlook that is focused towards sustainability. It is only possible if the
organization does not restrict itself to the issues that it is presently facing but it needs to
anticipate the future issues and act accordingly (Beardwell & Thompson, 2014).
Training and development will help the organization to be ready for the changes that
might occur in the future both internally and externally. Employees are needed to be motivated
so that they are enthusiastic about their job and enjoy working. Job engagement and job
satisfaction is very important features required for the sustainable human capability. Any
organization that appreciates and acknowledges the efforts of its employees and rewards them if
they perform well will retain employees for a longer time. The promotion and appraisal of
employees makes them loyal to the organization because it gives them scope for growth. The

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organization needs to be a platform that gives its employees continuous opportunity to grow
further. Apart from that, the policies and practices related to Human resource needs to be
transparent and should be clearly communicated to the employees. The organization needs to
have good quality of staffs that can be motivated and have desire to learn new things, the
employees hired should have adaptability and flexibility so that they can adjust in different
working environment that might change. The policies related to misconduct needs to very strict
so that it creates discipline in the organization, which is very important. The employees should
be made to work in harmony by teaching then them the benefits of teamwork. The leadership
style practiced by the managers should be such that it allows employee participation. The leaders
should direct and lead the employees towards the right direction, it should not be that the
managers are practicing unethical practices and are encouraging the employees also to follow the
same path. It is very important for the leaders in the organization to set an example for their
employees so that the sustainability can be achieved. The organization as a whole needs to be
ready to evolve and adapt to the future changes that might occur in the external environment,
adaptability and flexibility are the main factors that help any organization to achieve
sustainability be it in Human capability (Armstrong & Taylor, 2014).
Conclusion
It can be concluded from the two case studies that every organization needs to have a
proper Human resource department, absence of HR department creates many issues as can be
seen in the first organization where an external consultant comes once a while and reviews the
policies and practices of the organization. An external consultant cannot solve the issues of the
organization there has to be a HR department that will solve all the issues in the organization.

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The second organization is the perfect example of an organization that has a HR department and
hence has very less issues.
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