Prior to the meeting arranged to meet the best interests of the hospital, there is need for the creation of a mission statement and a model of the strategic human resource management. It is with this that there is the derivation of the mission that states: ‘With our pledged allegiance and oath to save lives and heal the land, we take it upon ourselves to helping all who are in need of attention and health care. We dedicate ourselves to provide care and comfort to all who ail in all kinds of disease, and be a source of inspiration for them to be great people in the society. We are people among the people and make a vow to never let anyone suffer alone’. It is with this mission, along with an effective plan for human resource management that the hospital can realize its true potential. Below is the model that will ensure that the hospital’s mission will be met at all times.
Firstly, are there administrational aspects of the human resource department in the company? There is need to ensure that there is an effective payroll system that keeps records of all changes in the system and payments are done from the beginning of the company in an orderly and systematic classification manner. In addition, there has to be a panel that revises policies that have been developed and created after the business meetings and this panel has to be firm and just, consisting of individuals who know the relevance of every member of the workforce. All these will ensure that there is efficiency in leadership (Irving, 2014). More so, this will create more time for the leaders to now focus on other strategic pursuits as these two segments form the foundation in companies that with keen interest, will win the hearts of the human resource department. In turn, it will ensure that there is trust from the workforce knowing that the two segments are well taken care of.
Secondly, the company has to make investment into the development of the human resource department in terms of imparting of skills, knowledge and experience. This can be done through courses, training sessions and workshops on leadership. In addition, the company should ensure that it employs only the ‘A’ class employees as having the most efficient workers goes a long way in ensuring harmony and efficiency in the company’s workforce, not to mention understanding amongst the members, which goes a long way in helping the people be used to each other. In addition, there should be a system or a mechanism that will enable the workers and the managers to communicate their views and complaints. Moreover, the management should back the creation of opportunities for the workforce to collaborate on unanimous initiatives as this will ensure that the workers will be unified as knowing that they share common beliefs, they will work to ensure that every member achieves the best the for the sake of the cause.
Thirdly, there should be efficiency in communication in all parts of the hospital. With this, there will be trust and confidence amongst the workers and also the administration. The communication must not always be through messages and calls, or even conferences. One way of helping the workers to always be at their optimum working efficiency at all times is through the non-verbal ways of communication ("Strategic HR Planning | HR Planning | HR Toolkit | hrcouncil.ca", n.d.). This can be achieved through trust and strength in relationships. This can be translated through good interrelations between the administration and the doctors, nurses, and all other parts of the workforce. Another efficient manner is through imprinting the mission of the hospital in the hallways and other places that are frequented, so as to be a constant reminder of what is expected of the hospital.
Fourthly, there should be a mechanism that addresses and looks into the problems that affect the workforces’ ability to produce maximum efficiency. Any corporation or company’s worth is seen in the way they handle and utilize the resources available to ensure optimum achievement of the objectives and vision set by the company. This delves into the human resource administration as it is expected that enabling the workforce to perform their duties efficiently and perfectly, will be of great help to the employees to contribute to aggregate productivity and also create a level of satisfaction in their job and also the working condition in the hospital.
These guidelines are of great essence as they create the model of strategic human resource management that will ensure that the hospital is a success in the health sector, as it is not the building nor the technologies that make the hospital, but skilled and able working men and women highly motivated to work round the clock every day. However, the performance of the hospital is based on its response to internal and external factors affecting it.
There are a few factors affecting the hospital’s health care environment, one being its take on euthanasia. Being in a community that does not support euthanasia, there is pressure on the hospital to abolish it from its policies. This has grown after the few cases of mercy killing and with the community taking the issue to be of great concern; there are many of the staff who are pressured to resign because of the stand the hospital has taken to allow euthanasia. In addition, with the community’s growing number of cases of glaucoma, there is pressure about the prescription of marijuana as it is seen by the community to be a taboo and the community blames it on the hospital on being the major supplier of the drug. It is therefore necessary for the administration to call a public seminar with the people of the community in order to talk it out. This would help a great deal in establishing a good relationship with the community as well as instilling confidence in the hospital.
References
Irving, A. (2014). Policies and Procedures for Healthcare Organizations: A Risk Management Perspective. PATIENT SAFETY AND QUALITY HEALTH CARE. Retrieved from http://psqh.com/september-october-2014/policies-and-procedures-for-healthcare-organizations-a-risk-management-perspective
Strategic HR Planning | HR Planning | HR Toolkit | hrcouncil.ca. Hrcouncil.ca. Retrieved 11 May 2016, from http://hrcouncil.ca/hr-toolkit/planning-strategic.cfm
Understanding the internal and external organizational environments evaluating internal resources and organisational capabilities. Health Knowledge. Retrieved 11 May 2016, from http://www.healthknowledge.org.uk/public-health-textbook/organisation-management/5b-understanding-ofs/internal-external
