Strategic Human Resource Management at University Hospitals Report

This report delves into the strategic human resource management (SHRM) practices at University Hospitals of North Midlands (UHNM), an NHS trust. It begins with an introduction to SHRM, emphasizing its role in attracting, retaining, and rewarding staff for organizational benefit. The report identifies and reviews functional aspects of SHRM applicable to UHNM staff, including statutory training, educational strategies, medical education initiatives, mentoring programs, and recognition and reward systems. It then examines strategic human resource policies that UHNM has adopted or can adapt to suit different healthcare situations, such as equal opportunity, diversity management, work-life balance, employee development, reward policies, employee relations, grievance redressal systems, anti-bullying measures, and employee understanding of corporate culture. The report concludes by summarizing the key findings and emphasizing the importance of SHRM in achieving organizational goals and providing quality healthcare services.

Essay

Table of Contents
INTRODUCTION...........................................................................................................................3
1. Identify and review functional aspects of strategic human resource management that is
applicable to the staff members of University Hospitals of North Midlands.............................3
2. Examine the strategic human resource policies that University Hospitals has adopted or can
adapt to suit different health care situations including innovatory organisations.......................3
CONCLUSION................................................................................................................................3
INTRODUCTION...........................................................................................................................1

INTRODUCTION
Strategic human resource management define as a practice of creating, attracting,
retaining as well as rewarding staff members for the benefit of both employees and organisation
as a whole. SHRM uses the talent & opportunity within the department of HR so that they can
make the department strong and effective. Health and Social Care Management is a term which
is related to services given to the individuals. It is the report which is based on a case study of
University Hospitals of North Midlands of NHS. There are ample number of strategies
developed by the managers so that they can perform their business functions in an effective
manner and provide better health care services to their patients. Various functional aspects of
SHRM are going to be discussed in this report which is applicable to the employees. Along with
this, different policies are explained in detail which can be adopted by the management team of
organisation in order to provide better health care services to their patients(Stanhope and et.al,
2015).
1. Identify and review functional aspects of strategic human resource management that is
applicable to the staff members of University Hospitals of North Midlands.
Strategic human resource management define as a HR process which is used to maintain
co-ordination and consistency so that they can improve overall functionality to attain goals and
objectives in an effective manner. If a human resource department develop its plans in a
strategical manner for recruiting, hiring, training, and selecting candidates, success rate of the
organisation enhance by each passing time. In the present context of University Hospitals of
North Midlands NHS trust, main objectives of the company is to provide effective and positive
working environment so that high quality services can be provided. According to the given case
study, it is said that the trust wants to improve their productivity by 6% per annum within next
five years. For this, management team of the organisation need to modify their working
strategies by hiring highly skilled, knowledgable and talented staff members. Functional aspects
of Human resource management is being used by the University hospitals of North Midlands:”
Statutory Training University hospitals have a belief that they want to give continuous training
to their staff members which have to be compulsorily attended by them(Sobal, 2017). They
always focus on using such training methods which can be easily delivered to their staff
members. Educational strategy This is also a strategy which is used by the researcher which

helps them in working with various partner organisations so that they are able to explore all the
opportunities and then start the process of development and delivering. This is also a functional
aspect of their human resource management team which they undertake in order to educate their
staff according to the changing scenario of the external environment of the hospital. Medical
Education Human resource management department of university hospital also tries and make
various efforts they work with the directors office and various other representatives which will
help them to make reforms in their current structures. They also make attempts to create a
clinical academy, with a training institute which can help in encouraging innovation so that
multidisciplinary education & training can be used by the university hospital. Such training is
very helpful in making the optimum use of available resources with the hospital. Infrastructure as
a resource can also be effectively used by the hospital in this effort of medical education by the
human resource department(Osborn and et.al, 2015).
Mentoring Coaching is used by the human resource manager so that there is performance
improvement of various staff members of hospital. Desired behaviour and values can be reflected
in employee behaviour through this process of mentoring which is used by eh human resource
department of the university hospitals. Such mentoring will be beneficial for the patients as well
as the hospital. Experience of patients with the staff members will surely increase if required
coaching is provide to all staff member by various mentors in the hospital. Recognition and
Rewards There is a approach used by the human resource department of the University hospitals
in which they try to provide recognition to their staff members and also increase the satisfaction
level of their staff members. Examples of such efforts on part of staff members are long service
awards, pay progression arrangements are there to increase the level of performance of their
employees(Horton and Farnham, 2015). Health and well being University hospitals also try to
start some well being initiatives for benefit of their staff members. They have make some
alliances with occupational health & counselling services so that there is awareness in their staff
members for ensuring their well being. This has lead to very positive outcomes such as there has
been increase in the attendance rates of employees. This has helped in achieving of attendance
targets as decided by trusts. There is also improvement in the performance equality of their staff
member as they have started liking the hospitals working environment. Above mentioned
attempts have been taken by the functional departments of the university hospital so that there is
positivity among staff members in achievement of the desired level of performance.

2. Examine the strategic human resource policies that University Hospitals has adopted or can
adapt to suit different health care situations including innovatory organisations.
Strategic human resource management define as a connection between organisation's
human resources and its strategies, goals and objectives. The main aim of SHRM is to enhance
the performance as well as productivity of the University Hospital. For having strategic human
resource management to be more effective, human resource plays very essential role within an
organisation so that company will create appropriate policies and plans. As per the given case
study, it has been said that staff members must provide high quality services to their patients and
for this managers need to develop effective human resources policies so that they can provide
healthy and safe working environment to their employees and patients.
There are many strategic policies which are build up by the university hospital there are many
examples of such policies. Like equal opportunity should be there in the organisation so that all
the staff members are given equal opportunity irrespective of their race, caste, creed, disability,
marital status, age, sex or any other basis. This will help the human resource department in
increasing he overall level of satisfaction of all the staff members working in the hospital.
Managing diversity is also a very effective policy in which human resource department makes
attempts that they are able to implement in which they try to manage the diversity of employees
so that there are no possibility of conflicts and there is high level of coordination between them.
As, this effort will help employees in enhancing their quality of performance at workplace. There
are many differences which occur at workplace because every employee belong to a different
background(Evans, 2016). Work life balance is also a attempt taken by the HR department of
University hospitals in which they will try to make employees work with increased flexibility so
that employees are able to manage their responsibilities of work with their personal obligations at
same time. In this there will be reduction in the number of working hours of all staff members.
Working from home, special leaves must be provided to employees in case of emergency or nay
requirements. There is also a policy related to employee development in which organization
increases the commitment level so that there is continuous development of abilities and skills of
various staff members. There are various reward policies also made by the hospital such as
equal pay system, providing sharing in the success of organization in way of bonus or increasing
the salary structure of employee(Cherry and Jacob, 2016). Providing various non financial
benefits also such as recognition, rewards, autonomy, accomplishment and opportunity for their

development as an individual. Another policy used by the human resource department is
Employee relations in which organization will be using a approach to make positive relations
between employees so that there are no conflict arising between them and they are able to ensure
coordination & understanding developed among them. Grievance redressal system is also a
policy developed by the employee in which HR department can timely redress all the grievances
which occur among employees. This will help in timely redressal of conflicts and also there is
increase in the satisfaction level of employees at the workplace(Batalden and et.al, 2016).
Policies are also made it in relation with Anti – bullying where there are strict measures taken
so that employees do not face any kind of difficulty and there are strict actions taken against
those who are involved in such practises. Providing employees understanding of the
corporate culture in this employee are given understanding of the overall culture of the
company and they are make comfortable so that they are bale to adapt to the culture of the
hospital and various policies related to it. Development of employee is also a initiative taken by
this university hospital in which they will be trying to take initiatives for overall development of
employee. Efforts will be made so that employees are cable to realize their actual potential and at
same time they are able to work according to their potential. This will also help employees to
increase their present skills and competence and their employability in the organization.
Advancement of careers is also a benefit of this policy of human resource department in
University hospitals. All the staff members ill be working with increased level of commitment as
their level of satisfaction has been increased(Baldwin, 2017).
CONCLUSION
With the assistance of above mentioned report it has been concluded that strategic human
resource management is an essential element within an organisation assist in attaining
organisational goals and objectives in an effective manner. In addition to this, various plans and
policies are developed by the management team of organisation in order to attain their vision and
mission statement effectively and provide better health care services to their patients. Along with
this, if they provide positive services to their customers they can retain them for a longer period
of time and for this they need to develop effective and appropriate strategies.

http://www.uhnm.hns.uk/aboutus/Documents/141205%20university%20hospitals%20of
%20north%20midlands%205%20year%20people%20strategy.pdf
REFERENCE
Books & Journals
Baldwin, M., 2017. Care Management and Community Care: Social Work Discretion and the
Construction of Policy: Social Work Discretion and the Construction of Policy. Routledge.
Batalden, M., Batalden, P., Margolis, P., Seid, M., Armstrong, G., Opipari-Arrigan, L. and
Hartung, H., 2016. Coproduction of healthcare service. BMJ Qual Saf, 25(7), pp.509-517.
Cherry, B. and Jacob, S.R., 2016. Contemporary nursing: Issues, trends, & management. Elsevier
Health Sciences.
Evans, T., 2016. Professional discretion in welfare services: Beyond street-level bureaucracy.
Routledge.
Horton, S. and Farnham, D. eds., 2015. Public management in Britain. Macmillan International
Higher Education.
Osborn, R., Moulds, D., Schneider, E.C., Doty, M.M., Squires, D. and Sarnak, D.O., 2015.
Primary care physicians in ten countries report challenges caring for patients with complex
health needs. Health Affairs, 34(12), pp.2104-2112.
Sobal, J., 2017. Interpreting weight: The social management of fatness and thinness. Routledge.
Stanhope, V., Videka, L., Thorning, H. and McKay, M., 2015. Moving toward integrated health:
An opportunity for social work. Social Work in Health Care, 54(5), pp.383-407.

INTRODUCTION
1