Strategic Human Resources Management
Strategic human resources management aligns human resource practices with the strategic objectives of an organization. Successful health care managers need to understand how human resource functions can be utilized to fulfill their organization’s mission and goals, such as the promotion of high-quality care, a customer-service orientation, and financial viability.
In addition, today’s health care environment requires that organizations demonstrate the value-added for the services they provide—and this includes those related to human resources management. The traditional approach to evaluating HR services has been based on productivity, volume, and efficiency measures. Such measures include the percentage of people who participated in a training program, time to fill a position, and cost per hire. These are valid measures but only capture part of the HR role. In current thinking, the HR department should not only work efficiently and productively, but also should add value to the organization. This means that the work of HR begins with the concerns of the business. And while HR groups typically see themselves as responsive to internal customers, a value-added approach means that HR needs to be aligned with internal and external stakeholders and be a source of competitive advantage for the organization.
In preparation for this Discussion, review this week’s Learning Resources and consider the following:
Post by Day 4 a response to the following:
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