Strategic Human Resource Planning for Healthcare United: Analysis

This report provides a strategic human resource plan for Healthcare United, focusing on aligning HR with the organization's overall strategic goals. It outlines the vision, mission, and objectives of the HR plan, emphasizing the importance of bridging the gap between current and future human r...Read More

Running head: MANAGE HUMAN RESOURCE STRATEGIC PLANNING
Manage human resources strategic planning
NAME OF STUDENT:
NAME OF COLLEGE:
AUTHORS NOTE:
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MANAGE HUMAN RESOURCE STRATEGIC PLANNING
Contents
Introduction......................................................................................................................................3
Discussion........................................................................................................................................3
Conclusion.......................................................................................................................................7
References........................................................................................................................................8
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MANAGE HUMAN RESOURCE STRATEGIC PLANNING
Introduction
Strategic human resource planning process of an organization helps in analysis of the current
human resource capacity and the future human resource requirements of an organization so that
actions and strategies can be taken to address the skill gap in human resource requirements. This
report focuses on the development of strategic human resource plan for Healthcare United based
on its requirements and cost benefit analysis.
Discussion
The vision of the strategic human resource plan of Healthcare United is to act as a link between
the human resource management and overall strategic plan of the organization to accomplish the
goals and objectives of the organization and to help in the creation of an employer brand.
The mission of the strategic human resource plan of Healthcare United is to fulfil the
requirements of the organization by developing and implementing effective Human resource
strategies and policies and recruiting qualified and eligible candidates by adhering to necessary
legislations and guidelines.
The agreed objectives of the strategic human resource plan of Healthcare United are as follows:
 As opined by Phipps (2016) identification of the gap between the current human resource
capacity and the future human resource requirements of the organization.
 To fill all vacant positions to provide better service to the clients of the organization.
 Effective alignment of the Human Resource planning with the overall strategic plan of
the organization.
 Ensuring best fit between the employees and jobs while avoiding workforce shortages.
The priorities of the strategic human resource plan of Healthcare United are as follows:
 According to Lega, Longo and Rotolo (2013) to fill the gap identified between the
current capacity and the future human resource requirements of the organization.
 Increase employee engagement rate of the company by 50%.
 Reduction in the employee turnover rate of the company.
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MANAGE HUMAN RESOURCE STRATEGIC PLANNING
 Assist to gain competitive advantage in the market by ensuring effective fit between the
human resource and overall strategic plan of the company.
Programs and Practices
The programs and practices which are associated with the strategic human resource plan of
Healthcare United are dependent on the Human Resource planning processes. In order to develop
programs and practices, Healthcare United needs to review their current human resource capacity
and compare it with future human resource requirements based on overall strategic plan of the
company. According to ArbabKash et al. (2014) after analysing gap between current and future
human resource requirements of the company and upon consultation with stakeholders, the best
human resource programs and practices of Healthcare United need to be identified which include
employment security, selective hiring, extensive training, information sharing and contingent
compensation.
The overall estimated budget of the strategic human resource plan of Healthcare United is AU$ 5
million. The breakdown of the overall budget of Healthcare United is as follows:
Cost related to selection and recruitment of new candidates in Healthcare United- $4.375
million ($35000* 125) [The annual average salary of the new candidates have been set as
$35000 maximum and 125 candidates will be recruited in the first phase of recruitment]
Costs related to advertisement of job vacancy in print media such as local newspaper-
$50,000
Costs related to training and development of the employees- $12,500.
The cost benefit analysis of the strategic human resource plan of Healthcare United is as follows:
Costs Benefits
Recruitment and Selection Costs ($4.375
million)
As opined by Bogdanovic and Zivkovic (2013)
recruitment and selection costs help Healthcare
United to address the gap between the current
human resource capacity and the future human
resource requirements which enables to
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MANAGE HUMAN RESOURCE STRATEGIC PLANNING
accomplish its goals and objectives.
Advertisement Costs ($50,000) This helps in increasing the pool of qualified
candidates for Healthcare United and ensures
that the best possible candidates get attracted.
Training and Development Costs($12,500) As stated by Brauns (2013) training and
development costs helps in increasing the
efficiency and productivity level of the
employees of Healthcare United which creates
competitive advantage.
The time frame of the strategic human resource plan of Healthcare United is as follows:
Activity Time Frame
Analysis of the current HR capacity 2 days
Identification of future Human Resource
Requirements
2 days
Skill gap analysis 2-3 days
Development of best practices 2-3 days
Development of Human Resource strategies
and practices of the organization
5 days
Undertaking Cost Benefit Analysis 2 days
Advertising regarding the vacancy of the
company both internally and externally
10 days
Recruiting the right candidates for the right job 3 days
Providing training and development to the
employees
5 days
Identification of risks and creation of risk
management strategy
2 days
Monitoring and review of strategic plan based on
feedbacks from stakeholders
15 days
Undertaking corrective actions and reviewing of 5 days
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MANAGE HUMAN RESOURCE STRATEGIC PLANNING
human resource strategic plan
As opined by Johnson (2017) the risk which have been identified in the strategic human resource
plan of Healthcare United is that though the organization mostly relies on internal sources of
recruitment and also external sources such as advertising in print media, it still can experience
lack of qualified candidates for fulfilling their vacant job positions. As stated Ramadevi et al.
(2016) therefore instead of only advertising in print media, Healthcare United can also focus on
advertisement through various online job portals and social media platforms to extend their reach
to a greater audience which would help in attraction of more qualified candidates.
The Key Performance Indicators (KPIs) of the strategic human resource plan of Healthcare
United are as follows:
 Increase in job engagement of the employees by 50% at the end of the current financial
year.
 Increase in employee retention rate by 35% at the end of the current financial year.
 Decrease in employee turnover rate by 10% at the end of the current financial year.
 Increase in customer satisfaction rate by 25% at the end of the current financial year.
 Increase in profits by 10% at the end of the current financial year.
 Increase in performance of new hires by 15% at the end of the current financial year.
 Increase in Return on Investment rate by 5% at the end of the current financial year.
As stated by Malik, Boyle and Mitchell (2017) the monitoring and reviewing of the strategic
human resource plan of Healthcare United can be carried out by comparing the actual
performance with set Key Performance Indicators and accordingly adopting strategies to enhance
performance. In order to review strategic Human Resource Plan of Healthcare United, feedbacks
and inputs can be collected from all stakeholders regarding issues faced during the
implementation of strategic plan and corrective actions can be then taken accordingly.
Conclusion
From the above report it is clear and evident that the strategic human resource plan of an
organization helps in establishing a link between the human resource and overall strategic plan of
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MANAGE HUMAN RESOURCE STRATEGIC PLANNING
the organization so that the objectives of the organization are fulfilled accordingly. It was also
evident that the strategies and actions of the strategic human resource plan must be based on cost
benefit analysis for better effectiveness.
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MANAGE HUMAN RESOURCE STRATEGIC PLANNING
References
ArbabKash, B., Spaulding, A., Gamm, L., D., and Johnson, C., E. (2014). Healthcare strategic
management and the resource based view. Journal of Strategy and Management, [Online]7(3),
251-264. Available athttps://search.proquest.com/docview/1660793283?accountid=30552
Accessed as on 9/1/2019
Bogdanovic, M., and Zivkovic, S. (2013). INTEGRATION OF THE HUMAN RESOURCE
FUNCTION AND THE STRATEGIC BUSINESS PLANNING PROCESS: CASE OF
COMPANIES IN SERBIA. Economic and Social development: Varazdin [Online] 902-913.
Available athttps://search.proquest.com/docview/1542129371?accountid=30552Accessed as on
9/1/2019
Brauns, M. (2013).Aligning strategic human resource management to human resources,
performance and reward. The International Business & Economics Research Journal
(Online), 12(11), 1405-n/a. Available athttps://search.proquest.com/docview/1458944506?
accountid=30552Accessed as on 9/1/2019
Johnson, M. (2017). How HR can prepare their organization and employees for healthcare
changes: Top 3 tips to follow. Employee Benefits and Wellness Excellence Essentials, [Online]
Available athttps://search.proquest.com/docview/1952672787?accountid=30552Accessed as on
9/1/2019
Lega, F., Longo, F., and Rotolo, A. (2013). Decoupling the use and meaning of strategic plans in
public healthcare. BMC Health Services Research, [Online] 13, 5.Available at
doi:http://dx.doi.org/10.1186/1472-6963-13-5Accessed as on 9/1/2019
Malik, A., Boyle, B., and Mitchell, R. (2017). Contextual ambidexterity and innovation in
healthcare: The role of HRM. Personnel Review, [Online] 46(7), 1358-1380. Available
athttps://search.proquest.com/docview/1966806735?accountid=30552Accessed as on 9/1/2019
Phipps, A. R. (2016). Strategies to retain employees in clinical laboratories. Available from
Business Premium Collection. [Online] Available
athttps://search.proquest.com/docview/1816204985?accountid=30552Accessed as on 9/1/2019
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Ramadevi, D., Gunasekaran, A., Roy, M., Rai, B. K., and Senthilkumar, S. A. (2016). Human
resource management in a healthcare environment: Framework and case study. Industrial and
Commercial Training, [Online] 48(8), 387-393. Available at doi:http://dx.doi.org/10.1108/ICT-
03-2016-0014 Accessed as on 9/1/2019
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