HRM and Sustainability-Samples for Students-Myassignmenthelp.com

Question: Analyse and Write a Business report based on the discussion questions for the Case Study. Answer: Introduction The human resource department is an important and integral part of organisations, which have influencing contribution in attaining a sustainable business. HRM is productive as it supplies valuable talents who carry the business with their professional skills. However, it is challenging as well for the HRM to attain a sustainable business. This is because of loads of issues such as ageing workforce, high attrition rates, unlike working nature in different generations, changing demands of workforce, increasing competition in the market, lack of professional graduates etc (Guest, Paauwe Wright, 2012). Despite the issues, there works are acknowledgeable. They are responsible for multiple tasks such as recruiting the professional, arranging the training development program, calculating the payrolls, making policies for different sets of requirements like absenteeism, leaves, etc. These are few works; however, they do many other things as well (Reiche, Mendenhall Stahl, 2016). The main purpose of this assignment is to highlight the importance of HRM in attaining a sustained organisational growth. Recommendation to the CEO In the given case study, the first hospital does not have any HR department neither it has any HR manager. Interestingly, the CEO of the centre thinks that the operation is on the right track. The CEO feels so because they have one consultant who on a weekly basis to oversee the policies and other required things. An approval from the consultant makes the CEO satisfied. However, this is also evident in the given case study that the middle managers who are responsible to the basic HR roles, they fall in trouble in few occasions. This happens in the company because the HR works are not organised. The first hospital in the given case study needs some urgent setting of HRM, which could organise the different stuffs and provide flawless works to the company (Armstrong Taylor, 2014). However, the set up of the required human resource department in the company requires some extensive research and many priorities to be considered. Following are some recommendations, which would help the fir st hospital in the given case study in setting up the required human resource department and the selection of human resource manager: Selection of Human Resource Manager- This is the first and foremost requirement for the hospital in the case study. However, this is even tougher to recruit the fittest person in the role of human resource manager. The selection of HR manager should be done based on following requisite (Chelladurai Kerwin, 2017): Number of years as an experience in the role of HR manager Level of responsibility in all the previous experiences Size of organisations with which the participants have worked before Level of qualification of the applicants Knowledge of various etiquette related policies Adequacy with compliance issues and employment laws Set up of Human Resource Department- The one-person HR department would be highly recommended for the first hospital in the given case study. This means that one HR executive would work with the HR manager. This is very feasible with the current situation in the case study hospital. They have not yet considered the formation of a HR department, which is why they would not be keen enough to invest huge in the recommended process. The required HR executive would need to be selected; however, the selection would involve a thorough recruitment process. The recruitment process would include the preparation of policies, which play an important role in screening the most suitable professional in the position required to be filled up (Storey, 2014). Budget plan This is another important segment, which would be required while processing the entire set up related to the HR department. The selection of HR manager and the selection of HR executive both require a significant investment. This is why it is necessary that the hospital in the case study first decide the feasible investment, which the company can bear. This is the primary function, which needs a thorough study on the available net cash flow of the case study hospital (Kerzner, 2013). Key features of building a sustainable HR capability Sustainability has emerged as a challenge to the human resource department in nowadays. Incrementing attrition rate is one of the challenges, which has posed serious challenge to the human resource department. The ageing workforce population has put immense pressure on the HRM to retain the hired employees. However, they have been failed in retaining the employees in most cases. One of the reasons behind the soaring attrition is the Millennials who prefer shuffling with different jobs and organisations jus to satisfy their needs. They tend to persist with same tendency until they get their choice of jobs. Sustainability is a challenge to the human resource in nowadays; however, the human resource department can act strategically to counter the challenge (Muqaj, 2016). Some useful strategies have been discussed below, which might help the HRM to control the rising challenge of sustainability (Buller McEvoy, 2012): Flexible policies- This is very necessary as to some personal matters are more important. This will include various such as flexible shift time, part time shifts, holidays on certain occasions and relaxation of leaves to new parents. Information related policies- There should be internet facilities available to the staffs. Intranet would be the highly recommended. Relocation facilities should also be there when needed. Money based policies- This is very critical indeed, as many companies fail to live on the expectations generated at the time of interview. This would include many such as work life flexibility, childcare vouchers, leave with pay etc. These factors are very important along with the basic pay and rewards. Direct provision policies- This is also very important as it includes many important things, which are an integral part of a common people. Services such as backup to emergency care, arranging dinner programs occasionally, health related services at the workplace etc. Manager training- Managers need to be trained, as there exist conflicting thoughts in between them and the workforce. The global human resource management needs to plan a development program for managers as well, which would train the managers on how to deal with the employees. Managers and employees have different perspectives. Managers work according to the companys policies whereas employees have their own thought process. There is a communication gap in between the global managers and the employees. This gives birth to conflicts, which might also cause the loss of workforce. Conflicting thoughts can be viewed as one of the potential reasons behind the incrementing attrition (Block, 2016). Conclusion The ageing population of global workplace and a wide range of demands of Millennial have collectively challenged the sustainability of organisation. There is a need of flexible thinking, which could bring adjustability in the operational system. The future workplace needs a more flexible system, which has values for the changing demands. Flexibility in the system with the changing pattern of demands is perhaps the potential option for a sustained business. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Block, P. (2016).The empowered manager: Positive political skills at work. John Wiley Sons. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Chelladurai, P., Kerwin, S. (2017).Human resource management in sport and recreation. Human Kinetics. Guest, D. E., Paauwe, J., Wright, P. (Eds.). (2012).HRM and performance: Achievements and challenges. John Wiley Sons. Kerzner, H. (2013).Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Muqaj, M. (2016). Strategic Human Resources Management.Academic Journal Of Business, Administration, Law Social Sciences,2(2), 271-277. Reiche, B. S., Mendenhall, M. E., Stahl, G. K. (Eds.). (2016).Readings and cases in international human resource management. Taylor Francis. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge.