Human Resources' Role in Creating Sustainable Organizations Report

This report provides an executive summary and detailed analysis of the critical role Human Resources (HR) plays in building sustainable organizations, using a case study of a hospital. It highlights the importance of HR in monitoring employees, motivating them to achieve goals, and ensuring efficient recruitment and selection processes. The report delves into the actions a CEO can take to improve HRM operations, including mentoring programs, performance evaluations, analytical problem-solving, incentive systems, and internal communication strategies. It also explores key features of building sustainable HR capabilities, such as budget control, training and development, conflict resolution, and employee satisfaction, emphasizing the importance of these factors for long-term organizational success. The report concludes that an effective HR department is essential for organizational growth and success, ensuring employee satisfaction and a healthy work environment.

The role of HR in creating
sustainable organisations

EXECUTIVE SUMMERY
HR is very important member of the entire structure. it basically helps in monitor the
employees by motivating them so they can accomplish all the goals by time. HR perform various
number of responsibilities through which entity can recruit and select quality number of
deserving employees for conducting the work. HR is basically important devised, it allows the
organisation to implement all the activities in very effective manner so the organisation run
smoothly by encouraging employees.

TABLE OF CONTENTS
EXECUTIVE SUMMERY .............................................................................................................1
INTRODUCTION ..........................................................................................................................1
TASK1.............................................................................................................................................1
1. Action of CEO, to improve operation of HRM at first hospital. ............................................1
2. Key features of building sustainable HR capability. ..............................................................3
CONCLUSION................................................................................................................................4
REFRENCES...................................................................................................................................5

INTRODUCTION
Human resource management is essential for the organisation as they recruit and select
the deserving candidates for vacant positions. They monitor almost the whole company and thus,
it is their foremost responsibility to motivate employees to achieve their respective targets
effectually and efficiently (Sharma, Sharma and Devi, 2011). The present case study will cover
the role of human resources through which they contribute in hospital’s growth and success. HR
manager meet regularly to the employees and develop the strategies as according to them. This
team is responsible for the managing all the functions like planning, job analysis, recruitment,
selection training and development. So, the employees will develop and improve themselves and
cope up with the external environment and deal with the competitive business market by the
strong footing and raise in profit as well as sales. It also consist of some features although which
sustain the HR capabilities.
TASK1
1. Action of CEO, to improve operation of HRM at first hospital.
CEO of the hospital is very passionate about HR activities. The impact of same is that
there is increased staff engagement, high quality of patient’s care in the hospital and
organisational commitment (Liebowitz, 2010). For the progress and growth of the Hospital it
basically depends on the effective and efficient qualitative services provide to their patients .
There are some of the features which CEO of the hospital wants to improve in its HR team.
These are:
Mentoring: - In this, a skilled and knowledgeable person teaches, guides and gives
advices to other employees for their professional and personal development.
 This basically improvises the abilities of workers through which they plan as well as
monitor results by accomplishing targets and objectives of the hospital. It is one of the
powerful tools through which they facilitate retention along with transmission of
knowledge in their hospital (Dao, Langella and Carbo, 2011).
 It will also increase the satisfaction of wards.
Performance evaluation: - They need to analyse the employee’s work and if require any
development, then they should go with that. It is obvious that competition is created by the
knowledge and quality which person will be able to play role.
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 They need an identification of skills which helps them in accomplishing objectives and
targets of the first hospital. They are required to make strategies and plan so that they
would bring the assessment and power of employees by arranging some training and
development programmes.
Analytical problem solving and teamwork: - To distribute the policies, HR needs to
educate the staff along with encouraging them and promoting internal communication. By
implementing and executing the policies that will help them in analysing the problem, figure out
the causes and identify possible situation, implement them in most efficient way. Through this
strategy, HR team will resolve the issues and problems along with maintaining the healthy
working environment at workplace.
Incentive system: - It facilitates to equalisation of the curiosity in every individual with
interest of hospital. Incentive should be based on the performance, hard work and established
objectives. Along with this, it requires to be transparent, easily interpreted, concise as well as
clear to the employees (Bratton & Gold, 2012). The basic requirement of appropriate functioning
of inducement system in internal scenario communication are as follows:-
 The objectives of the organisation.
 To fulfil the targets on the time so, the divergence can be corrected.
 Individual goals.
 This also encourage the individual and teamwork goals.
Internal communication: - Internal communication basically helps in maintaining the
working environment and encouraging employees to attain objectives and targets. They provide
the team leaders and make sue that coordination is going well in the hospital. They providing
advanced quality and services to their patients in the first hospital. There are some of the errors
made by hospitals such as:
 Allow free and mislead communication leads to turn in rumours.
 By adopting inaccurate medium. such as formal and informal way.
 Lack of consistency
2. Key features of building sustainable HR capability
CEO of the organisation personally thinks that hospital is in good hands because there is
the consultants who visit timely. Once in a weak to check and overlook the development of HR
practices and policies. HRM is just a challenge in the terms of the consistence application of the
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terms and policies accurately by monitoring them all the levels. HR team ensure that all the key
performances of the employees should go in smooth run. HR functions monitor and greatly
effect on the hospital. Some features which sustain the HR capabilities are as follows :-
Budget control :- The human resources is edge excessive spending through various
developing tactics of trimming work management cost, which engage with the better rates for
health care coverage. They basically go with the competitive and realistic wage setting base.
Training and development: - Human resources demand for the assessment of
organisation's present workforce to find out the skills training of the employee. Although,
development is important to cope up with the external environment and to survive in the
competitive business market (Benn, Dunphy and Griffiths, 2014). In this hospital, it's the
beginning and growth levels which can benefit from identifying the training necessarily for the
existent staff.
Sustaining capabilities: - Temporal order planning and strategies which develop the
human resources. The organisation basically identify the employees with the capabilities long
with this they assist them by transiting in the leadership roles with the hospital. Although this is
quite an important function which can guarantee organisation’s stability and growth as well as
success in the future.
Conflict resolution: - Workplace conflicts are usually inevitable as there are many
personalities from different background, culture, work style and levels of experience. So, due to
the same, sometimes, lack of consent and communication can lead to misinterpretation and
conflicts. The human resource team is responsible to handle content and identify matter as well
as solution so that they can resolve the issue between the parties who are involved in the conflict.
Employee satisfaction: - Human resource management is always charged with the
responsibilities of determining level of employee gratification. So, for that, it is important to
carefully do surveys, interview strategy and focus group. Human resources depend upon the
employee satisfaction (App, Merk and Büttgen, 2012). They also address those issue through
which they can encourage and motivate the employees.
Cost saving: - The cost through which hire the new or replacement of workers, in this
training and build up time is also includes. With the designed recruitment and selection process
and hiring good candidates can also minimise the range in respect with the training new
employees, advertising job posting and enrolling new employee benefits plans.
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CONCLUSION
In the above mentioned case study, it can be concluded that the human resources are the
most essential asset in the organisation. Thus, as per the given case, CEO of first hospital should
improve the efficiency of HR department so that growth and success of organisation can be
effectually attained. If human resources manage the work effectively and efficiently then they
have enough capability that they can run the organisation smoothly by encouraging as well as
monitoring employees along with perusing time management. HR should do the all function
efficiently and by providing quality services to their patience and provide satisfaction to their
clients as well as employees too. by fulfilling their needs and demands and providing them good
healthy working place.
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REFERENCES
Books and Journals
App, S., Merk, J and Büttgen, M. (2012). Employer branding: Sustainable HRM as a competitive
advantage in the market for high-quality employees. Management revue. 262-278.
Benn, S., Dunphy, D and Griffiths, A. (2014). Organizational change for corporate
sustainability. Routledge.
Bratton, J and Gold, J. (2012). Human resource management: theory and practice. Palgrave
Macmillan.
Dao, V., Langella, I and Carbo, J. (2011). From green to sustainability: Information Technology
and an integrated sustainability framework. The Journal of Strategic Information
Systems. 20(1). 63-79.
Liebowitz, J. (2010). The role of HR in achieving a sustainability culture. Journal of sustainable
development. 3(4). 50.
Sharma, S., Sharma, J and Devi, A. (2011). Corporate social responsibility: The key role of
human resources management. Human Resource Management: Issues, Challenges and
Opportunities. 9.
Online
The Critical Role of HR in Building Sustainable Companies. 2017. [Online]. Available through:
<https://odemanagement.com/news/The-Critical-Role-of-HR-in-Building-Sustainable-
Companies.html>. [Accessed on 21st August 2017].
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