Strategic Human Resource Management Case Study: UHNM Analysis

This case study analyzes the strategic human resource management (SHRM) practices at the University Hospitals of North Midlands (UHNM), a part of the NHS Trust. The study focuses on the functional aspects of SHRM, including recruitment and selection, training and development programs, employee orientation, fostering effective working conditions, and maintaining employee relations. These functions aim to address challenges such as recruiting the right personnel, adopting innovation, and ensuring compliance with regulations. The case study further explores the strategic human resource policies that UHNM has adopted or could adapt to suit diverse healthcare situations, including equal employment opportunity, workdays and pay policies, overtime compensation, termination, and vacation policies. The analysis highlights the crucial role of SHRM in helping the organization make informed decisions, resolve challenges, and create a conducive working environment. The conclusion emphasizes the importance of aligning HR practices with organizational goals to achieve success.

Case Study

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 3............................................................................................................................................3
Identify and review functional aspects of strategic human resources that is applicable to the
employees of the University Hospitals of North Midlands.........................................................3
TASK 4............................................................................................................................................5
Determine the strategic human resource policies that University Hospital has adopted or can
adapt to suit different health care situation including innovatory organization..........................5
CONCLUSION................................................................................................................................7
REFRENCES...................................................................................................................................8

INTRODUCTION
Strategic human resource management is define as connection among the an organization
human resources and their strategies, goal and objective. Their are various aim of adopting
strategic human resource strategies at the workplace such as adopt innovation, gain competitive
advancement, be advance flexible and so on (Alfes and et. al., 2013). It will also help in
resolving problems, develop long term plans, minimise cost, use of employees skills, develop
plan for adopting changes and many more. Organization selected for this assignment is
University Hospital of North Midlands which is created at 1st November 2014 and it is a part of
NHS Trust. In today's time respective firm is going through various challenges which directly or
indirectly impact on their working. For which they are developing report that including topics
like functional aspects of strategic human resources which applied to employees of respective
firm. Along with this, respective report will also include strategic human resource policies which
University Hospital can adopt in order to overcome diverse healthcare situation that will also
include innovatory organization.
TASK 3
Identify and review functional aspects of strategic human resources that is applicable to the
employees of the University Hospitals of North Midlands
University Hospitals of North Midlands are facing several challenges which impact on
their performance directly, so in order to overcome these issues they develop several aims such
as recruiting right person at right job, adopt innovation to improve work quality, ensure
acceptance of government rules and regulations and many others. So in order to implement or
attain all aim respective hospital are adopting functional aspects of strategic human resources
because it will help them in ensuring work quality and effective working. From those functional
aspects some major are given below:-
 Conduct proper recruitment and selection: Recruitment is define as a process in which
company conduct screening and evaluation in order to check potential as well as
qualification of a candidate (Bednall, Sanders and Runhaar, 2014). The main objective of
conducting this process is to identify appropriate person at a specific job position so that
they work effectively. In respect of University Hospitals of North Midlands they can
adopt this function in order to attain aim two i.e. is to recruit right person at the right job

profile. By this respective hospital professional able to provide quality services to their
patients as well as it will also help them in conducting work in effective manner.
Moreover it will also reduce cost of mistakes because every employee know how to
conduct particular task or work.
 Develop training and development programs: Training and development is define as
strategic human resource practice which help a firm in improving their staff's current as
well as future performance. This is so because through it employee able to improve or
enhance their skills, knowledge and capabilities which lead to accomplishment of work in
more proper way (5 Major Functions of Human Resource Management, 2019). In respect
of University Hospitals of North Midlands by adopting this function of SHRM they able
to attain their third objective which is related to improving productivity, adopting
innovative ideas, transformation and so on. It will also help them in attaining goal and
objective in more effective manner because respective hospital professional conduct work
more effectively.
 Conduct orientation: This is define as strategy which is adopted by a company in which
they provide or conduct proper session with employees in order to aware them about the
rules, regulation, job role and policies of workplace. This is also conducted when new
candidate join to the office i.e. generally known as employee orientation in which they
are inform about the long term goal as well as short term goal of an organization. In
respect of University Hospitals of North Midlands, by adopting this function of strategic
human resource management they able to attain their fourth aim. That is to adopt HR
governance, policies and other strategies. This is possible because by conducting
orientation session respective company management able to inform staffs about the HR
governance, policies, rules and regulations in effective manner.
 Develop effective working condition at hospital: In an organization it is necessary to
have proper working condition because it will motivate as well as encourage employees
to conduct their work in effective manner (Brewster, ayrhofer and Farndale, 2018).
Through this firm management also able to attain their goal as well as objective
successfully as well as it will also help them in implementing innovation at workplace. In
respect of University Hospitals of North Midlands, through this function of strategic
human resource management they able to improve or enhance well being of staffs as well

as it will also help in motivating staffs i.e. six aim of firm. This is so because through
effective working condition, which will include proper and effective medical equipments,
surrounding, updated machines and so on respective firm able to conduct all medical
practices in effective and successful manner.
 Create and maintain proper employee relations: At an organization staffs are consider
as pillars who give their full support by playing job role in effective manner. It is a very
broad concept of the strategic human resource management which influence the
behaviour as well as work result at the workplace (Jabbour and Sousa, 2016). So it is
essential for firm to promote proper healthy and safety workplace condition which lead to
accomplishment of work in safely manner. In respect of University Hospitals of North
Midlands by implementing this strategic human resource management function they able
to attain their first aim which is related to implementation of organization development in
order to deliver trust vision.
By adopting these functional aspects of strategies human resource management,
University Hospital of North Midlands able to overcome from all challenges which are facing.
Along with this it will also help them in attaining goal in effective manner that lead to proper
working environment at workplace.
TASK 4
Determine the strategic human resource policies that University Hospital has adopted or can
adapt to suit different health care situation including innovatory organization
Human resource policies are consider as continuous guidelines through which an
organization able to intend conduct their work effectively as well as it will also help in managing
peoples more effectively (Kaufman, 2012). There are huge purpose of adopting HR policies at a
company such as it help in being clear with staffs, determine nature of company, implementation
of policies and procedure at workplace and many others. In respect of University Hospitals of
North Midlands, there are various strategic human resource policies which they can adopt in
order to overcome issues incurred in healthcare situation, from which some major policies are
given below:-
 Equal Employment Opportunity Policy: This policy is define as condition in which
employer must provide equal opportunity to all of their employees because it will

encourage and motivate them. In respect of respective hospital, it is necessary for their
management to provide equal and effective opportunities to all the staffs because it will
encourage them to do work effective. On the other hand if they not do so then company
staffs feel discriminated which impact on their working condition or outcome as well as it
will also affect treatment of the patients.
 Workdays, Pay Days And Pay Advance Policy: According to this policy company
must provide proper information about of workdays, pay days and pay advance policies
because it will help them in conducting work effectively (Human Resource Policies,
2018). In respect of University Hospitals of North Midlands, it is essential for them to
implement this policy because through it medical professionals able to conduct their work
accordingly and effectively. This will help in avoiding conflict which may arise due to
pay, advance pay, workdays and so on issues.
 Overtime Compensation Policy: This is define as policy which will describe about the
compensation if a person do overtime at their workplace. In this staff generally get more
amount then their salary. In context of University Hospitals of North Midlands they must
adopt this policy according to which they inform all the policies related to overtime
compensation work. This is so because in healthcare sector there are various situation
arise in which staff need to conduct overtime, so by effective compensation policy their
will less chance that it will lead to any issue.
 Termination Policy: It is consider as written document which is adopted by a company
in order to provide clear information about the termination policies. Termination is a
situation when an employee is departures from their job, it can be voluntary or lay off by
employers (Kramar, 2014). By adopting this strategic human resource policy respective
hospital able to clear each and every situation which may lead to employee termination.
This will help them in minimising wrongful action which may generally arise at
healthcare workplace such as stealing of products like medicines.
 Vacation Policy: This is define as a situation which will define about by a company in
order to provide information about the vacation to their staffs so that they can plan their
schedule accordingly. In respect of University Hospitals of North Midlands they are
conducting practices at healthcare sector in which professional take very limited leave.

So by implementing this policy staff as well as management able to develop strategies
according to vacation schedules.
These are the main strategic human resource policies which can be adopted by University
Hospitals of North Midlands in order to face all situation at workplace in effective manner
(Mondy and Martocchio, 2016). Along with this it will also help respective company
management to made it clear that which is appropriate for healthcare workplace or which
activities are not so that staff conduct their activities accordingly and effectively.
CONCLUSION
By conducting evaluation of different topics which are mentioned below it can be
summarise that strategic human resource plans an initial role in an organization because it help
management in developing proper decision according to the situation or issues. By this they also
able to know different factors which can be adopted in order to resolve challenges in effective
manner. Such as conduct proper recruitment and selection, develop training and development
programs, create and maintain proper employee relations and many more. Along with this there
are also number of strategic human resource policies which company may adopt according to the
situation they are facing. For example equal employment opportunity policy, overtime
compensation policy, vacation policy and many others. By adopting all these functional aspects
as well as policies an organization can get easily overcome issues or challenges through which
they going through.