An Analysis of Staffing Problems and Solutions at Northmoor Hospital

This report addresses the staffing problems at Northmoor Hospital, identifying issues such as inconsistent recruitment, lack of induction programs, and skill gaps. It analyzes the impact of external environmental factors like political, economic, socio-cultural, technological, legal, and environmental influences on staffing. The report evaluates options to improve staffing practices, advocating for a planned recruitment system, streamlined selection processes, and formal induction programs. Recommendations include implementing a proper induction program and hiring an external recruitment agency to ensure consistent staffing. The report aims to provide strategic solutions to enhance the hospital's human resource management and support its expansion plans.

Running head: NORTHMOOR HOSPITAL
NORTHMOOR HOSPITAL
Name of the Student
Name of the University
Author Note

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Executive Summary
The given report throws light on the various staffing problems that have been taking place at the
Northmoor Hospital. The Northmoor Hospital lacked a well defined Recruitment system for
which it was facing problems when the old employees left the organization and there were no
new employees in place to replace them. As the operations of the organization were to increase,
the management at the hospital felt that it is important for the firm to make strategic plans
regarding the staffing the report follows a structured format whereby the different staffing plans
have been discussed and analyzed. Certain recommendations for the same have also been
provided.

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Table of Contents
Introduction......................................................................................................................................3
Staffing problems.............................................................................................................................3
Impact of external environmental factors on staffing......................................................................4
Political........................................................................................................................................4
Economical..................................................................................................................................4
Socio-cultural...............................................................................................................................5
Technological..............................................................................................................................5
Legal............................................................................................................................................5
Environmental..............................................................................................................................5
Organizational issues affecting North moor’s Staffing efforts....................................................6
Evaluating of options to improve staffing practices at Northmoor.................................................6
Conclusion.......................................................................................................................................7
Recommendations............................................................................................................................8
References......................................................................................................................................10

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Introduction
The Northmoor Hospital is currently facing certain problems with respect to its staffing.
The staffing in the organization is quite inconsistent, which then leads to problems relating to the
availability of the employees. As the hospital plans to expand recently, such an unstructured
system of Human Resource System will not be working well for the organization. The given
report will throw light on the solutions arrived at to solve the given problems. The problems at
Northmoor Hospital will be discussed followed by an analysis of the external environment which
may cause problems for the firm for its staffing. The last section of the report will evaluate the
different problems which may be faced by the organization in implementing the new structure.
Staffing problems
The first problem which can be identified at the Northmoor Hospital is the problem with
respect to the Recruitment plans. As given in the given case study, the recruitment system of the
organization was inconsistent and there existed no particular season in which the hospital
recruited new employees (Alfes et al., 2013). The employees were recruited as a when a need
arised and due to this there existed a huge gap between the replacement of a new staff due to the
comprehensive process. However, as the hospital has expanded right now, it is not suitable to let
this gap be present for a long period of time (Renwick, Redman & Maguire, 2013). This might
lead to consequences for the given organization.
The second problem being identified relates to the problem of lack of an induction
program. According to Jackson, Schuler and Jiang (2014), induction plays a key role in helping
an organization to assist its employees and making them feel comfortable in the given domain of

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business. If the organization does not have a proper induction program in place, then the
different members of the organization may face difficulties with respect to the introduction to the
different members of the firm and the policies which are prevalent to the different departments.
The third problem being identified relates to the problem with the lack of skills. The
different members in the organization, which is the hospital, lack skills (Alfes et al., 2013). There
is a lack of skilled employees as the company does not have a set defined recruitment system and
secondly the company does not consider recruitment from a nearby college. As the company is
not recruiting the skilled employees and the number of new employees listing in the firm is also
limited, the organization lacks talent management program.
Impact of external environmental factors on staffing
Political
The Political aspects having an impact on the staffing at Northmoor shall include factors
like the culture the culture of the firm, the perception of other departments on the Human
Resource Department, the political adversaries of the Human Resource and the views of the
different shareholders (Marchington et al., 2016).
Economical
The economical aspects affecting the staffing at the organization are the budgetary
position of the HR department, the amount of funds which are available for the staffing
problems, the inflation rates, the interest rates, trends of the salary package in the given sector
and the willingness of the customers to spend the amount on the given product being offered by
the hospital (Cascio, 2018).

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Socio-cultural
The socio cultural aspects are the departmental attitudes towards the HR department, the
age profile of the existing and potential candidates, the level of education, the diversity in the
region or the given organization, health and safety aspects, housing trends, living standards of
the employees and the attitude towards the career.
Technological
The technological aspects impacting the firm relating to staffing at the hospital are the
different changes to the HR software, communication technologies, concept of work from home,
method of recording attendance and performance, changes that may come in the way of the
organization (Alfes et al., 2013).
Legal
The legal factors which may have an impact on the firm may include factors like the
minimum wage rate, the population under 18, the working time of the different employees, the
industrial training which is a must before joining an organization and other factors.
Environmental
The environmental factors are the factors like staff morale, engagement of the employees,
storage needs, and attitudes of the management and the culture of the organization.

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Organizational issues affecting North moor’s Staffing efforts
1. Resistance to change
The employees have a different perception towards the change which exists in a given
society. For this purpose, their resistance can play a key role in determining the staffing changes
that are to be bought about in the given organization (Alfes et al., 2013). When a new change is
being introduced then, there might arise a situation whereby the different employees might feel
that they may be hampered in a strong manner and thus for this purpose, the change to be bought
about may become difficult.
2. Lack of experienced HR department
If the HR department of the company is not experienced enough then they might not be
able to gauge the extent to which the new hr policy is important for the organization and
furthermore, they might not even be able to understand how to proceed with a particular situation
and hence, might act as a barrier.
Evaluating of options to improve staffing practices at Northmoor
The current system of ‘ad hoc’ recruitment needs to change to one that is more planned.
This would necessitate estimating staffing needs in advance.
The given procedure states that the company is required to change the manner in which it
recruits the different employees. The hospital till now has been following a rather simple method
of recruitment. This method includes replacing the employees who tend to leave the
organization, with new employees. Hence, the given system often causes trouble for the

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organization whereby many posts remain empty for a long time. As the company has been
planning to increase its operations, this system shall not work anymore.
Selection processes need to be streamlined so that preferred candidates can be offered positions
as quickly as possible after being interviewed.
The selection process is a rather rigorous one where the different employees are
interviewed at various stages and the time frame between the recruitment and the actual
interviews are quite long (Bratton & Gold, 2017). Hence, it has been suggested that the firm
needs to adopt a simplified manner of selection whereby a proper team is employed who will be
looking after the given procedure and ensure timely recruitment of the employees.
A formal induction and socialization program is needed to ensure that new employees are
appropriately welcomed. Supported, informed and acculturated when they begin work.
The role of induction programs in an organization cannot be undermined. Induction
programs go a long way in introducing the various policies and visions of the organization so as
to ensure that the employees do not face any problem in their stay (Purce, 2014). A good
induction program would go a long way in assisting the employees to work well for the welfare
of the hospital.
Conclusion
Therefore, from the given analysis it can be stated that the problems at Northmoor
Hospital have been occurring because of the faulty system of Human Resource Department in
the Hospital. The Human Resource Department of the organization has a crucial role to play in
the strategic development of the organization (Kehoe & Wright, 2013). Any problem being faced

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by the organization with respect to staffing problems must be solved immediately. The various
reasons for the staffing problems being faced had been discussed along with an analysis of the
recommended solutions. The following sections will be providing the recommendations so as to
facilitate the solutions that have been derived earlier.
Recommendations
1. Proper induction program
The induction program which has been planned for the Hospital needs to be executed
properly. The hospital can form a separate team of individuals for the implementation of the
induction. The given team should be looking after the contents of the induction program and also
the policies of the program which will be given to the new employees (Armstrong & Taylor,
2014). The contents of the program need to be drafted carefully because too much information
may cause problems for the different departments (Hendry, 2012). The induction program at the
hospital needs to follow a holistic approach where all the components of the hospital may be
discussed carefully. The induction program is also required to boost the morale of the different
individuals so as to ensure that they work properly.
2. Hire external recruitment agency
An external recruitment agency can be hired to make the staffing at the hospital
consistent. This is because, the hospital might leak the expertise to deal with the different
staffing problems and therefore, it is suggested that if the hospital is able to hire a different
agency who will be looking after the staffing matters (Marler & Fisher, 2013). In this manner,
the hospital authorities will not need to bother about the different staffing issues.

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Furthermore, according to the staffing theory, if the organization is understaffed or
overstaffed, it causes problems in the current employees of the organization who may be
psychologically affected. If it sis overstaffed then the employees may sit idle and if it is
understaffed then the employees may take extra stress. Hence, maintaining the right balance is
crucial.

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References
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human
resource management practices, engagement and employee behaviour: a moderated
mediation model. The international journal of human resource management, 24(2), 330-
351.
Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line
manager behavior, perceived HRM practices, and individual performance: Examining the
mediating role of engagement. Human resource management, 52(6), 839-859.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Hendry, C. (2012). Human resource management. Routledge.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), 1-56.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.

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Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review, 23(1), 18-36.
Purce, J. (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A
review and research agenda. International Journal of Management Reviews, 15(1), 1-14.