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Walden University *

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6500

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Health Science

Date

Apr 3, 2024

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docx

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3

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Incorporating a holistic approach is essential to effectively link the Human Resources plan with the organizational strategic plan, particularly given Memorial Hospital's aim of being a leader in ambulatory care. The strategy includes workforce planning, competency development, leadership development, improvement of organizational culture, system integration, recruitment, training, restructuring, redeployment, performance management, employee engagement, communication, and cultural alignment. It also includes hospital expansion and system integration. Workforce planning and strategic HR management are essential for making sure the HR strategy aligns with Memorial Hospital's strategic goal. The goals of these initiatives are to identify and advance the competencies needed for ambulatory care. They ensure that strategies for development, retention, and recruiting are created expressly to complement the objectives of the hospital. In order to guarantee outpatient treatment and efficient management of chronic diseases, it is imperative to anticipate future trends, jobs, and talents in the healthcare industry. This immediately contributes to the hospital's goal of offering high-quality, reasonably priced healthcare services. Achieving magnet status requires alignment, which highlights how important it is to select people who share the organization's values and goals (Flynn W. J. et al., 2022; Child Care Human Resources Sector Council, n.d.). Particularly in ambulatory care, competency development necessitates a shift toward targeted training and continual learning opportunities. Unlike patients receiving acute inpatient care, outpatient HR efforts provide priority to the unique needs of non-hospitalized patients. These programs support the hospital during its transformation while adhering to its basic principles of delivering compassionate care, guaranteeing safety, encouraging collaboration, and pursuing performance excellence. The necessity for restructuring as a result of a reduction in the number of beds is also covered by the strategic approach. This emphasizes how crucial it is to reassign staff and create additional training spaces (Flynn et al., 2022). Leadership and Organizational Culture play a crucial role in guiding the transition to ambulatory care. Developing leaders who can effectively manage change, while promoting a culture that values compassion, service, teamwork, and excellence, is essential for achieving magnet status. The focus on culture and leadership development aligns with the strategic shift and broader objectives of improving the hospital's performance and community health. Effective leadership principles are needed for fostering a positive and motivated team and attaining the long-term vision of an organization (Meinert, 2012; Council, 2020). Hospital Expansion and System Integration are recognized as key elements in Memorial Hospital's strategy. It is important to develop a comprehensive expansion plan that takes into account the needs of the community, patient safety, and quality care. HR’s role involves implementing strong recruitment strategies, education plans, and maintaining nursing satisfaction. All efforts are essential for upholding the facility's mission, vision, and values, while also providing efficient and safe care (Aldridge, 2023; UC Davis Health, 2023).
Skill assessment, gap analysis, recruitment, and training are mentioned for adequately preparing the workforce for the transition to ambulatory care. HR’s involvement includes identifying areas where skills are lacking, creating strategies to attract talented individuals in ambulatory care, and implementing training programs to enhance the skills of current staff in alignment with organizational objectives (CHRMP, 2023; Hr N., 2023). The purpose of Restructuring and Redeployment , in conjunction with Performance Management , is to synchronize employee responsibilities and performance measures with the hospital's strategic objectives, which ensures that employees' actions and results make a meaningful contribution to the hospital's vision of delivering outstanding healthcare (CHRMP, 2023; Hr N., 2023). Employee Engagement and Communication emphasizes the significance of effectively informing and involving employees during the transition, fostering a sense of responsibility and satisfaction in the hospital's mission. Cultivating transparent communication channels to exchange insights and request feedback is an underrated aspect of an organization (Linkedin, 2024). Cultural Alignment ensures that the hospital's values are consistently incorporated into all HR policies and practices, fostering a positive and supportive work environment that promotes high performance and employee satisfaction (HigherEchelon, 2023). Incorporation of all these elements into a unified HR strategy not only aligns HR practices with the hospital’s strategic objectives but also positions HR as a pivotal force in driving organizational change, strategic growth, and technological adoption, as advocated by Dori Meinert (2012). This holistic approach features the dynamic role of HR in adapting to and facilitating organizational transitions, ensuring the successful realization of Memorial Hospital's strategic ambitions in ambulatory care. References: Aldridge, E. (2023). Examples of Strategic Planning of Healthcare. www.syntellis.com. Child Care Human Resources Sector Council. (n.d.). Strategic HR planning. CHRMP. (2023, June 29). Skills gap analysis: Definition, importance + 5 benefits . https://www.chrmp.com Council, F. H. R. (2020, February 13). Council Post: 11 Ways To Encourage And Support Business Leadership Development. Forbes.
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