Premium Essay

Strategic Hr Management

In: Business and Management

Submitted By lisakay36
Words 1519
Pages 7
Strategic HR Management

Laura Wilson

HSA 530 Health Services Human Resource Management
Dr. Queensberry
June 14, 2013

1.
Abstract
In this paper I will describe the unique challenges of managing the human resources function for my specific organization, also I will analysis the competencies required for my specific position, and determine in which areas I need to develop and I will provide specific examples to support my rationale, next determine the role I think the company could play in developing me for the opportunity, what would I need the company to do? How would it benefit the company? And last develop a strategic view of human resources that supports my institutional organizational strategy.

2.
Describe the unique challenges of managing the human resources function for your specific organization.
Recruitment and retention of the correct number of qualified staff is very high on the list. Everyone knows there is a big nursing shortfall, but there is a need for highly qualified individuals all around. Due to the rapid growth of the healthcare sector and its sheer size, it is a challenge to fill jobs. And despite this need, there are obvious pressures for cost containment with people accounting for the lion’s share of an organization’s costs. Because of that, there is a pressure to make the HR organization world class, or at least strive to be better. As a result, it has become an imperative to employ better processes and technologies to overcome the challenges – talent management, workforce planning and scheduling, self-service applications, business intelligence, etc. Compliance with new standards is another key issue.
Lastly, keeping up with the technological change is an issue for healthcare staff. Advances in technology require continual training and career development for employees to remain effective and maintain standards of care…...

Similar Documents

Premium Essay

Hr Management

...Human resource management strategy and analysis This chapter is aim to explain certain aspect for HR strategy. First of all explain why strategic Explain why strategic management is important to all managers? Strategic human resource management means formulating and executing human resource policies and practices that produce the employee's competencies and behaviors the company needs to achieve its strategic aims. Goal –setting and planning process It involves setting objectives, making basic planning forecasts; reviewing alternative courses of action, evaluating which option are best then choosing and implementing the plan. Strategic planning The company's' plan for how it will match its internal strengths and weaknesses with external opportunities and threat in order to maintain a competitive advantages. Strategy A course of action the company can pursue to achieve its strategic aims. Strategic management The process of identifying and executing the organizations' strategic plan by matching the companies' capabilities with the demands of its environment. Define current business Perform external and internal audits Formulate a new direction Translate the mission into strategic goals Formulate strategies to achieve the strategic goals. Implement the strategies and then evaluate performance Types of strategies: First of all corporate –level strategy: it identifies the portfolio of business that in total comprise the company and how these business relate to......

Words: 654 - Pages: 3

Premium Essay

Strategic Hr System

...a corporate strategy that emphasized diversifying into high tech products and services and doing so on a global basis. With a corporate strategy like that, human resource management plays a big role at Siemens. Sophisticated engineering and services require more focus on employee selection, training, and compensation than in the average firm, and globalisation requires delivering these services globally. Siemens sums up the basic themes of its HR strategy in several points. These include: 1. A living company is a learning company. The high tech nature of Siemens's business means that employees must be able to learn on a continuing basis. Siemens uses its system of combined classroom and hands on apprenticeship training around the world to help facilitate this. It also offers employees extensive continuing education and management development. 2. Global teamwork is the key to developing and using all the potential of the firm's human resources. Because it is so important from employees throughout Siemens to fee! free to work together and interact, employee's have to understand the whole process, not just bits and pieces. To support this, Siemens provides extensive training and development. It also ensures that all employees feel they are part of a strong unifying corporate identity. For example, HR uses cross border, cross cultural experiences as prerequisites for career advances. A climate of mutual respect is the basis of all relationships - within the company......

Words: 389 - Pages: 2

Premium Essay

Hr Management

...iopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnm Assignment 1: strategic HR management HAS 530 Dr.Queensberry 7/22/2012 Quinetta Robinson | 1. Describe the unique challenging of managing the human resources function for your specific organization. Companies are facing challenging in hiring training, and retaining people. Globalization has increased the demand for talent everywhere, while the upcoming retirement of the baby boom generation is projected to shrink worker supply (Goldsmith, 2008). More than ever, employees are demanding a balance between their work and the rest of their lives. Companies have always struggled to measure and track their programs and activities aimed at improving people performance. (Goldsmith, 2008). It is essential that human resources personnel consider that composition......

Words: 1187 - Pages: 5

Premium Essay

Strategic Hr Approach

...Strategic HR Approach Strategic HR Approach A HR Director has many job responsibilities throughout the work day. They ensure that payroll and accounting are done properly; they are in charge of the hiring and training of new employees. They must also keep up to date information and training for current employees who wish to continue to work for the company. Also HR directors also have to deal with the termination of employees. One other task which HR directors must deal with is employee safety. They must ensure the company and the employees are following all federal and state guidelines. By following all safety and security measures maintains the employer and employee have proper balance within the workplace. Listed below are four case scenarios in which I, as the HR director, must ensure all federal guidelines are being met by the company to offer the best outcome for the employees involved. Case Scenario 1: Medical Bills This employee has been a dedicated employee within the company for the past 25 years of service. They have been diagnosed with cancer which has required them to be hospitalized for two months. While in the hospital, they have accumulated a numerous amount of medical bills due to different treatment options. With the mounting amount of medical bills and no work, this employee is seeking additional help from the employer with additional medical costs and to help cover the cost of these bills. The company is already following state and federal......

Words: 1523 - Pages: 7

Premium Essay

Strategic Hr

...Unit 10: Strategic Human Recourses Management Unit code: H/601/1991 QCF Level 5: BTEC Higher National Credit value: 15 Aims Knowledge and Skills needed to understand: * Design * Query and * Implement database systems. Unit abstract An understanding of: * Database tools and * Database technologies * Database * Complex data structures and interface Databases provide the infrastructure to many organisations and they offer support to key business applications and information systems. The most common database model used commercially is the relational one. The aim of this unit is to: * Provide a knowledge and understanding of database systems, including * Design principles * Practical implementation and development skills for both the system designer and software engineer. The importance of structured query languages should be stressed, in terms of how they can be used to manipulate data and how they are used for a variety of tasks including querying and report writing. On completion of this unit the learner should be able to understand, design, query and implement a database(s). Learners will also have a theoretical insight into the requirement for designing a database that meets a given user or system requirement and that is functional, user friendly and robust. Learning outcomes On successful completion of this unit a learner will: 1. Understand data models and database technologies ...

Words: 576 - Pages: 3

Premium Essay

Strategic Hr Approach

...HRM 5355 Strategic HRM Midterm A strategic HR approach provides three critical benefits, including facilitation of: Development of a high quality work force through its focus on the types of people and skills needed Having a high quality workforce has a major influence in the operations of an organization. A workforce that is knowledgeable, adaptable, and receptive to new changes ensures the efficiency of the work system. According to Mello (2011), “An organization is only as strong or as weak as its employees, and the skills, backgrounds, and motivation these employees bring to their jobs will therefore be a key factor in the organization’s overall performance” (p.108). Planning could be in the form of performing a need analysis regarding human capital as it can help assess what is needed in terms of skills and capabilities in order for an organization to gain a competitive advantage. Planning can also include evaluating the external and internal market to evaluate what compensation and benefits are needed in order to attract the right employees. Evaluating what competitors offer and building a strategy to attract the right personnel can also result in attaining a high quality work force. Furthermore, it is essential for an organization that once they have the required skills from the current human capital pool that these be updated along with the goals and strategies of the organization. Having outdated skills would make a company lag in the outside market......

Words: 1712 - Pages: 7

Free Essay

Hr Professionals as Strategic Partner in Marriott’s Talent Management

...HR Professionals as Strategic Partner in Marriott’s Talent Management Table of Contents Introduction………………………………………………………………………………………3 Executive summary………………………………………………………………………............3 Organizational Profile……………………………………………………………………..3 Organizational Vision……………………………………………………………………..4 Organizational Mission……………………………………………………………………5 Human Resource Profile…………………………………………………………………..5 Economic context………………………………………………………………………….6 Political and regulatory context…………………………………………………………...8 Competitor analysis……………………………………………………………………….8 Operations Infrastructure………………………………………………………………….9 Organizational Perspective...……………………………………………………………………9 Key Performance Indicators and Analysis..………………………………………………9 Core Values……………………………....………………………………………………10 Measurement..…………………………....………………………………………………10 Cultural Perspective..…………………………………………………………………………..12 Cultural Categories and Analysis...……………………………………………………...12 People First……………………………....………………………………………………12 Pursue Excellence..……………………....………………………………………………12 HR as strategic partner………………………………………………………………………...11 Talent management is all about putting people in the right jobs………………………...13 The talent pipeline is only as strong as its weakest link…………………………………15 References……………………………………………………………………………………….16 Introduction Marriott is a leading lodging company based in Bethesda, Maryland, USA, with more than 3,900 properties in 72 countries and territories and reported......

Words: 3672 - Pages: 15

Premium Essay

Strategic Hr Management in China East Meets West

...2012 Liang, Marier, and Cui 55 S Y East Meets West P O S I U Strategic Human Resource Management in China: by Xiaoya Liang, Janet H. Marier, and Zhiyu Cui Executive Overview This paper outlines important ideological, institutional, and cultural contexts that shape what strategic human resource management practices are possible in Ghina. A detailed review of the main components of the high-performance work systems model suggests that when they are introduced into the Ghinese socioeconomic and political context, the cost-benefit calculus for high-performance work system human resource management practices is different from that in the U.S. context. Yet, in our review of Ghina-based strategic human resource management research we find the expected positive relationship between high-performance work systems and organizational performance in companies operating in Ghina. We conclude with a case example to illustrate how Ghinese firms might be both adopting and adapting the high-performance work system model to better fit their current cultural and economic context. T he Study of strategic human resource management (SHRM) emerged out of researchers' interests in understanding the relationship between human resource management and organizational performance (Delery & Doty, 1996; Kaufman, 2007). Since the late 1980s, most research evidence in this vein has been collected from firms located in the United States (see Combs, Liu, Hall, &. Ketchen, 2006;......

Words: 3037 - Pages: 13

Premium Essay

Hr Management

...you are going to align your HR functions (resourcing, learning & development and talent management) to support the company. 10 4. SUMMARY 13 5. REFERENCES 14 1. EXECUTIVE SUMMARY This case study is all about the strategies used by Intel Corporation. It is the fifth most valuable brand in the world. Due to the new strategies Intel was able to leave the competitors behind. Intel’s new strategy is the production of microprocessors. However the market segment is continuously changing. Due to the change, sales of desktops are falling while sales of laptops, mobiles and other handheld devices are increasing. Part of the new strategy of Intel is new logo, redesigned to show that Intel is moving forward. Intel uses the customer groups to test its predictions. Intel was implementing a series of new products for instance a home entertainment platform with film, TV, music and games. Intel’s another strategy has a strong focus on marketing finding out what customers want and providing it. Intel leads the markets because of its strategies. To implement the strategies it should create proper HR functions such as recruitment of talented employees, learning and development and talent management. In this case study, the strategies implemented by Intel to lead in the market are clearly mentioned. At the same time market segment is continually changing. Therefore the HR functions should be carried out properly to sustain as leading company. The HR functions need to......

Words: 2233 - Pages: 9

Premium Essay

Hr Management

...HR should be aligned with the Organizations Goals to increase employee engagement and the company's bottom line. Companies are more successful when HR is aligned and the results are reflected in better profitability. HR strategic planning defines how the organizations goals will be achieved through people by integrate HR policies and practices, which should be tailored to fit the needs of the organization. Having the right people in the right place at the right time to meet or exceed standards of the job. Maersk's was experiencing a rise in Employee turnover, had become a publicly traded company and competition was on the increase. HR had to analyze the situation, form a strategy and implement it. Maersk was expanding globally and trends in the broader market became increasingly mobile. The work force changed, talent, needs and practices also changed. Finding and retaining high-quality talent was becoming a bigger challenge. One advantage of hiring internally is that promoted employees are already familiar with the policies and culture. Hiring internally may also improve employee morale and loyalty. Disadvantages of hiring internally are potential narrowing of thinking, stale ideas (inbreeding), smaller talent pool (fewer applicants) and internal politics will occur (possible discontent of rejected applicants, new subordinates may not respect new boss). One advantage of hiring externally is that new candidates can provide new ideas or fresh perspectives. Another......

Words: 1977 - Pages: 8

Premium Essay

Hr Management

...Human Resource function is designed to be in an organization, and its main concern is on the people’s management within the organization. There are various reasons why Human Resource management need to be associated with strategic planning. First, it helps in organizational development. Strategic planning often encounters some changes in their processes and also in their system according to their places of work. Even though many individuals are aware of the issues happening in their departments, HR folks have the knowledge of the changes being experienced in the whole wide company (Storey, 2014). Nevertheless, they will be in a position to communicate with the HR issues with a special perception of how changes may affect the processes and systems which are already in place. Secondly, HRF helps in training and development which will be needed at some point in the strategic growth. HRF provides any input that will be required by the organization to achieve its goals. Also, HRF also helps in selection and staffing. When goals are set in an organization it’s the people, who work towards achieving this goal. When the right people are in the right places, it’s very important and when there is any need to hire new personnel getting the right people are recommended, and the human resource management helps in doing this. Human resource management within the organization may be affected by global conditions. These may include the labor market. Labor market is the......

Words: 3490 - Pages: 14

Premium Essay

Strategic Hr Management

...vice presidents that would handle all of the relevant areas and facilities. The human resources department is broken down into sections and there are vice presidents over each of these respective sections that would report to me. The groups include our (1) division offices which oversee our hospitals and surgery centers, (2) operations and recruitment, (3) employee relations, (4) benefits and compensation, (5) information systems, (6) executive workforce development, (7) human resources IT&S, (8) community relations and foundations and (9) organizational leadership and development. Each one of these subgroups covers all of the various human resources functions within the organization. According to Flynn, Mathis and Jackson (2011), “HR professionals in all segments of the industry will be faced with the challenge of recruiting and retaining the right number of competent employees for their organizations” (p. 11). Our organization like many others has the challenge of recruiting and retaining mostly registered nurses but we cannot forget about retaining the employees that we presently have. There are human resource departments at each of our hospitals that handle the hospitals and affiliated surgery centers and these human resource directors at the hospitals report to the division offices who then report to the respective corporate human resources vice president. We also have the issue of managing changes such as costs, governmental compliance, diversity, technology......

Words: 2130 - Pages: 9

Premium Essay

Hr Strategic Management

...Acquisitions (M&A), 2007). In either case HR should be involved from the beginning of the merger process rather than calling on them post-merger to begin managing the merger at that point (Lindquist, 2007). HR is uniquely qualified to provide the business acumen, analytical skills, and close collaboration with mangers that is needed to handle the organizational and people issues that a merger raises (Lindquist, 2007). When two companies decide to merge they go through a process called due diligence, this process can take anywhere from months to a year, with the average being about 3 months (no author, 2005). HR professionals are valuable partners when they are utilized during due diligence. Due diligence allows the two companies to provide all the documents concerning their organizations, these documents include compensation rates, bargaining agreements, employment contracts and severance agreements, job classifications and pay rates, employee handbooks, affirmative action plans, and any number of documents that show each organizations alignment (no author, 2005). After all documentation has been gathered then HR professionals should review and prepare an organizational chart for the companies that shows the number and type of employees and their departments, directors, officers, committees and their duties, and prepare data on key employees including deferred compensation, incentive bonuses, and other matters of compensation (no author, 2005). HR should also......

Words: 1124 - Pages: 5

Premium Essay

Hr Management

...Week1 I believe that HR should be a strategic partner because there are many things that HR can do that upper management would not have time for. Making sure employees are involved in decision processes is key when making a business productive. Employees are on the front lines and know what it takes to make their jobs easier or even less stressful. HR can maintain that employee relationship within the company. HR should be involved in making sure employees also have the tools they need to do their jobs effectively. Tools aren't the only things that allows employees to do their job effectively but also keeping them informed of changes that the company undergoes on a daily basis. Making the employee feel like they are involved in the companies day to day decisions and work related changes and productivity gives the employee a piece of mind that will keep them motivated. Employee incentives are a good way to keep the moral high in the workplace. Giving something whether it be a day off or a little bonus gives employees the drive to do there jobs at the best of their ability. Another reason HR should be a strategic partner in a business is keeping employees up to date on training. Today technology changes almost daily which is why employees should be kept up to date on training so that they learn the hottest new trends and learn ways to improve relations and productivity. I found these two examples of tracking training which I think would effectively positive for...

Words: 806 - Pages: 4

Premium Essay

Hr to Be a Strategic Partner to the Business?

...you think it is important for HR to be a strategic partner to the business? Within a business the Human Resource department is a strategic partner, also there will be appropriate utilization for the human resources in any company, in order to direct the business to achieve it appropriate goals. Utilizing this can result into an asset, or advantage for all individuals involved. In my opinion it is important for HR to be a strategic partner for a business because HR partners help Motivate, and help retain worthy hard working employees for the company. This is achieved by the right Training curriculums in order to aid in enhancing employee’s skills set or provide new skills that are necessary to help improve the company’s capability and functionality at that given time. Also it help’s in architecting incentive plans for employees in order to motivate them and somewhat modify in working environment.   HR is strategic partners due to the fact that there are boundaries between the employees and employers. Guidance is given between the two entities in respect to dealing with matters in an appropriate matter according to company standards or rules. They also participate incorporating the company beliefs on the importance of the corporation’s plans in its entirety. HR instilling in every individual the corporation’s policies and procedures throughout and making sure that it is being followed to its entirety. In all HR is a great strategic partner in any company......

Words: 765 - Pages: 4