Case Study - Inova Health System
Content
1. Introduction ……………………………………………………………………. Pg4
2. Case Study ……………………………………………………………………... Pg5
3. Answers to the questions
1. How would you begin to study this problem? ……………………….. Pg6
2. Do you think you would choose to centralize the recruitment function?
Why or Why not? ………………………..…………………………… Pg8
3. If you do recommend a centralized recruiting office,
what services would it provide? ……………………………………… Pg10
4. If you centralize recruiting, what benefits would you anticipate for
a. The company and
…show more content…
5. What barriers might you encounter in implementing a centralized system?
3. Answers to the questions
1. How would you begin to study this problem?
As Inova is following decentralized recruitment each of their business units would be maintaining separate documents to record details concerning recruitment of the previous years.
➢ Collect and analyze the structures & financial reports of all 12 units for the past 5 years.
➢ Identify the expenditure quota spent by each individual unit on HR management.
➢ Retrieve the HR plans that have been used by each separate unit and compare and contrast them.
➢ Analyze the effectiveness of each of them.
➢ Group similar plans for ease of studying.
➢ Identify exceptions (positions that was unique to a single unit, if any) so that they can be studied separately to gauge the effectiveness of each of them n see if any advantage or disadvantage was caused through them compared to the other similar sets of plans.
➢ If one of them are really effective choose it , if not do brain storming and make a new one which will be effective throughout the units as it is important to find a strategy that should be suitable to all of the units.
➢ Therefore the most important aim of conducting this is to come up with a proper HR plan that suits all the units. As HR plans
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“The human resource planning process, demands the HR manager to first understand the business requirement. Only if he comprehends the nature and scope of the business, will he be able to employ those who will deliver the required performance. When it comes to engaging the
By the end of this unit you must know the factors involved in human resource planning, how organisation motivate employees, how organisation gain employees co-operation and understand the importance of managing employee
- outline services to be offered and working assumptions between HR Strategy and its customers;
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First, build a business-strategy-oriented HR function team and working principle. Just like Wessel, I will add a new position to the corporate HR staff, director of organizational development, and this person should thoroughly understand business. Meanwhile, I will shift the director of compensation and benefit to a new leader with the same qualification. Considering the lack of business knowledge and awareness, I will initiate a comprehensive HR leadership program. In this program, those HR employees, who have potential but without business experience, will be assigned into non-HR operating divisions to attend a job rotation. In addition, I will invite outside HR professional consultants to provide training about how to change mindset and be a successful partner with business units. On the other hand, HR people must be involved in related business planning. HR people in business unit should attend the weekly, monthly and quarterly business operation staff meeting to gain first-hand information, and co-work with line managers to solve their problems on site. HR people in headquarters should have a keen understanding of requirement from the management team, understand various needs of the diverse business units, and correct, bring in new programs and processes accordingly. A very important change is the HR performance appraisal system. HR
Further to the recent organisation re-structure forecasting the closure of the HR department, the following report has been created to highlight the importance of the HR activities and the support it offers within the organisation.
Partners HealthCare is a non-profit, health system located in Boston that created a data based transformation (Davenport, 2013). It integrated a new system that aligned the participating organizations to cohesively run as one and to help shape the future of the organization. The system didn’t stop there as it was responsible for bettering the patient financing experience and the delivery of healthcare information to other organizations (Davenport, 2013). The initial goal of the organization was making patient care more affordable and accountable by providing integrated, evidence based, patient-oriented care.
In a 2007 speech by Beverly McLachlin, the Supreme Court of Canada Chief of Justice, she stated that “access to justice promotes social stability” and also that “if people can’t get justice, they will have less respect for the law” (Eberts, 2013). By her words alone, the necessity and importance of legal aid is demonstrated. Socioeconomic status can put individuals at an unfair disadvantage in many aspects of life, especially in regards to legal proceedings. “Legal aid [was] introduced to Canada in the 1970’s” as a way of ensuring fair trial, and decreasing the frequency of common problems that result from misunderstanding of the law, unrepresented litigants and the power of money (Abell, 2010). However, like any tool or procedure used to improve society, there are always imperfections. Legal aid resources have become difficult to obtain financially and situationally, and the quality of this resource is often put into question. Without it, people and the justice system face consequences that need to be resolved in order to achieve the social stability that McLachlin speaks of.
In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future
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1.3 Explain how human resource planning can be used to assure output and quality in the workplace
Q4. Why should organizations engage in HR Planning? Why do some organizations require relatively complex and comprehensive HR planning systems than do others? Discuss.