Hr Healthcare Organization Module 1 Writing Assignment

1. Which of the HR models appears most appropriate for managing personnel in a health care organization? Why?

We have elected to analyze PharMerica Corporation’s human resources department by interviewing Senior Vice President of Human Resources Anthony Hernandez along with Mary Jane Hall Board of Directors Coordinator and Executive Assistant to The SVP of Purchasing. PharMerica is a massive institutional pharmaceutical distributer that was founded in July 2007 from a merger of AmerisourceBergen and Kindred Healthcare’s institutional pharmacy business units. They service a wide variety of customers and offer multiple products and services. PharMerica’s primary customer base includes assistant living facilities, nursing homes, independent hospitals and large hospital networks. These customers add up to over

By extension, intellectual assets and the organizational system that attract, develop and retain them are emerging as significant elements in the strategic decision making. This evolution in the role of human resources (HR) follows directly from the demand of rapidly changing product markets and the corresponding decline of command and control organizational structures. A skilled and motivated workforce providing the speed and flexibility required by new market imperatives has increased the strategic importance of human resources management (HRM) issues at a time when traditional sources of competitive advantage ( quality, technology, economics of scale etc. ) have become easier to imitate. In effect, while the markets for other sources of competitive advantage become more efficient, surrounding the development of a (High Performance Work) force. Remains a significant unrealized opportunity for many organizations.

Human Resources approach performs an extremely essential function in creating and maintaining competitive advantage; many organizations disregard the importance of HR in creating competitive advantage. The three priorities will require a major transformation in the organization. HR strategy should support the conversion, and help the workforces to acclimatize in a different environment. One major objective of the innovative HR strategy will be to create a healthy organizational culture that supports innovation, collaboration, and intercontinental operation. Leadership plays an enormously important role in developing a healthy organizational culture. (Dessler, 2013)

Human Resources approach performs an extremely essential function in creating and maintaining competitive advantage; many organizations disregard the importance of HR in creating competitive advantage. The three priorities will require major transformation in the organization. HR strategy should support the conversion, and help the workforces to acclimatize in different environment. One major objective of the innovative HR strategy will be to create a healthy organizational culture that supports innovation, collaboration, and intercontinental operation. Leadership plays enormously important role in developing healthy organizational culture. (Dessler, 2013)

Achieving competitive advantage throuch human resources requires human resources activities be managed from a strategic perspective. (Becton, 2009). In order for human resources professionals to act in a more strategic matter they must become equal partners with other professionals in implementation and formulation of strategy. Providing managers at all levels in organizations the awareness of a critical source of competitive advantage not from having the most ingenious product design or service, the best marketing strategy, state-of-the-art technology, or the most savvy financial management but from having the appropriate systems for attracting, motivating, and managing the organizations’ human resources. This can contribute to transitioning to various forms of change such as, fundamental mindsets, organizational views and knowledge, view of employees, time frame, risk, and response.

“Over the past decade a shift has occurred away from ideas of ‘personnel management’ towards HRM and concepts of people management” (Pass, S. & Hyde, P., 2005) This shift has been essential, as with the globalization of the market and more competitors, firms have found it more and more difficult to gain competitive advantage. In order to adapt to this changing environment, the firm’s traditional management system evolved to a more strategic approach towards human resource management. “Strategy is about building sustainable competitive advantage that in turns creates above average financial performance”. (Becker, B & Huselid, M., 2006) (Wielemaker, M. et al, 2005) states that before the shift, firms were seeking competitive advantage from

The strategic management of the human resource is revealed at virtually all levels of the relationship between the employer and the employee, since the need for a new hire is identified, up to the point where the employee leaves the firm. Some focal points of this strategic HRM include the motivation of the employees, their training, their reward or the offering of adjacent incentives, such as flexible working schedules. Overall, it is the scope of strategic human resource management to ensure that

Human resource management is a process of dragging people and organizations together to meet their goals. Human resource managers are facilitator for the employees, employers and other stakeholders. The role of HR manager is turning to originator and change promoter .The major human resource challenges emerging from this upgrading .In today 's scenarios, organizations which are practicing globization continually involving HR managers to carry on with this outlook and to get growth in organizational performance . The center of present HR Manager is on employee retention and skill enhancement. HR professionals will be guide and progression inventors to help motivate employees and their loyalty. The HR manager will also encourage and battle for morals, principles, traits, and devotion within their organizations, especially in case of workplace diversification. HR can help provide organizational superiority by means of three methods. First, HR should become a significant management partner for strategy implementation. Second, HR should contribute proficiency in the competent and operational work enactment to maintain quality at low cost. Third, HR should represent the points of the employees to leadership and working with employees to rise and ensure their talent to contribute to the organization through their ability and obligation. HRM can empower firms to sustain their development, enhance their economic opportunities, and form the capability to meet the social

Before an argument can be put in place about whether human resource management (HRM) can be strategic, we need to be aware that human resources (HR) is more then maintaining personal functions. Corporate and economic developments since the 1950¡¦s have dictated that businesses, to remain competitive, need to view HRM as an evolutionary process which combines the HR functions with the HR policies and strategies, with the business strategies and management teams, with all stakeholders (Unions and Governments) and with the organisation and

In the late decade of 1980, the organisations realized the significance of their employees as a capital asset or human resources; and by adopting and implementing a set of HRM practices (such as recruiting, training and developing people etc.) aimed to succeed a sustainable competitive advantage based on a business strategic view by making the employees’ involvement the main key point of the new human resource management into the business process; and by establishing the organizational culture that they are part of the organization (Kaufman 2001: 506). During this period, the HRM is transformed into a Strategic HRM approach in order to sustain in these modern business challenges.

So, Human Resource Management has become one of the most discussed approaches to the practice and analysis of the employment relationship in world market economies. Whether the perspective is supportive or critical, the idea that a reformulated relationship between management and employees is occurring has taken hold to a considerable degree. There’s no doubt that the world as we know it is rapidly changing. As part of an organization then, HRM must be prepared to deal with the

As competition increases around the world, leading companies in every business category have recognized that having a quality workforce can help the company gain a competitive advantage in the market. Many companies have started hiring people irrespective of their race, sex, religion, nationality etc. The critical thing for any company is to understand and use potential of their workforce. Building and managing top-quality workforce is not as easy as it may seem. In order to get to this point, a company has to believe that the human resource department is an investment and not a liability. Having a diverse workforce can invite a lot of issues that dent the company’s performance. Human resource management plays a strategic role in managing people, workplace culture and environment. In order to be the best in human resource management an organization has to be the best in planning. The plan that the human resource management develops will come from the company’s master plan and the strategies have to reflect the company’s priorities. The basic essence of HRM is to concentrate on recruiting, managing, organizational development, safety, wellness, benefits, employee motivation, training.

Human Resources is a fundamental department of an organisation; this is because it focuses on the management of the personnel within the company. Human resources has been identified as ‘the source of sustainable competitive advantage and success, this is true when human resources management policies and practices are implemented with the main strategies and objectives set by the company itself. Strategic human resources management emphasises the successfulness of combining policies, strategies and the overall organisational strategy’ (Altarawneh, 2016). Showing how important HR is in need to be able to adapt to the ever changing business environment to suit the needs of modern day organisations.

It has been already been accepted both in domestic and international markets that employees can be an important source of competitive advantage for corporations (Peteraf, 1993). Therefore, it is critical that corporations adopt Human Resources Management (HRM) policies and practices that utilize the particular employees‟ potential to the fullest (Boxall & Purcell, 2000; Grant, 1996). Thorough recruitment and selection