Strategic Human Resource Management in The NHS (GC0644)

Table of Contents

Introduction.

Task 1: Contribution of Strategic Human Resource Management (SHRM) to Organisational Objectives

Task 1.1 Explain the importance of strategic human resource management in organizations generally.

Task 1.2 Assess the purpose of strategic human resource management activities in the NHS.

Staffing.

Performance Management and Reward Systems.

Employee Development

Employee Retention.

Employee relations.

Employee Maintenance.

Task 1.3 Evaluate the contribution of strategic human resource management to the achievement of the NHS’ objectives

Increase productivity.

Reduce cost

Increase performance.

Expansion.

Organizational development

Teamwork.

Task 2: Development of a Human Resource Plan.

Task 2.1 Analyse the business factors that might underpin human resource planning in the NHS.

The competition in the labor market

Technological challenges.

Labour Cost Control

The current growth of businesses.

The current employment situation in the UK.

Changes in NHS.

Task 2.2 Offer an assessment of human resource requirements in the NHS.

Personal requirements.

Workplace.

Organizing operation teams.

Task 2.3 Develop a human resources plan for the NHS.

Task 2.4 Critically evaluate how this human resources plan can contribute to meeting the NHS’ objectives

Task 3: Human Resource Policy Requirements.

Task 3.1 Explain the purpose of human resource management policies in organizations generally.

Task 3.2 Analyse the impact of regulatory requirements on human resource policies in the NHS.

Task 4: Analysis of Human Resource Management

Task 4.1 Analyse the impact of the organizational structure of the NHS on the management of human resources

4.2 Analyse the impact of the organizational culture in the NHS on the management of human resources

4.3 Examine how the effectiveness of human resources management is monitored in the NHS.

4.4 Make justified recommendations to improve the effectiveness of human resources management in the NHS

Conclusion.

References.

Introduction

Strategic human resource management (SHRM) plays an important role in the success of a business organization. Mello (2010) states, human resource management (HRM) is the management of people in a business organization, where, as Boxall (2009) notes, strategic human resource management (SHRS) is the interaction between strategic management and human resource management (HRM). According to Pearce and Robinson (2008), strategic HRM refers to a set of decisions as well as actions to implement and formulate strategies required to meet the business objectives.

This study critically analyzes and evaluates different issues of strategic human resource management (SHRM) in the context of NHS business. The study is divided into four key sections. First, it focuses on the contributions of SHRM to the organizational objectives of NHS. Then, the study concentrates on developing a human resource (HR) plan for NHS. In the third section, the study emphasizes the human resource (HR) policy requirements in NHS. Finally, the study analyses the human resource management (HRM) of NHS.

Task 1: Contribution of Strategic Human Resource Management (SHRM) to Organisational Objectives

Task 1.1 Explain the importance of strategic human resource management in organizations generally.

Strategic human resource management (SHRM) is one of the significant aspects of organizations. It helps in the existence and establishment of organizations. A managed and well-implemented platform of SHRM enables organizations to utilize and apportion other resources like physical and financial resources, raw materials which are also important for organizations’ existence. According to Schuler (2012, as SHRM refers to integration and adaption, it makes sure that HRM is fully integrated with the business strategies and strategic needs of organizations. It also helps the HRM to cohere HR policies both across hierarchies and policy areas to be accepted, adjusted, and used by employees in organizations.

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As Armstrong (2008) notes, SHRM is the mindset underpinned by specific concepts. Consequently, it leads the organization to choose a certain strategic plan to develop HR strategies and to implement and monitor these strategies to achieve organisation’s objectives and to put organisation’s values into practice.

Armstrong (2008) also mentions that SHRM is based on three particular propositions. Firstly, human capital means HR plays a strategic role in business success bringing competitive advantages. Secondly, HR strategies must be integrated with business plans (vertical integration). Thirdly, individual HR strategies must cohere to provide mutual supports to the staff in organizations (horizontal integration).

As a result, SHRM helps organizations to get the best-skilled people who are able to formulate business strategies and implement these strategies to meet organizations’ objectives. In addition, it aligns business strategies according to a set of targets and enables people to accomplish their daily operations effectively and efficiently. In a word, without a well-managed SHRM, an organization might cease and suffer a lot and affect other resources like financial and physical.

Task 1.2 Assess the purpose of strategic human resource management activities in the NHS.

NHS strategic human resource management (SHRM) include a wide range of activities which are discussed as follows:

Staffing

Staffing includes recruitment and selection with other things which are the source of skilled, experienced, and qualified people for the right position. This human resource may be accomplished through internal and/or external processes based on the job vacancies.

Performance Management and Reward Systems

This includes employees’ appraisal and performance in their jobs. Jobs are analyzed and defined according to the staff’s performance and rewards are provided based on short or long-term achievements.

Employee Development

The business environment is changing dramatically mainly because of advanced technologies and work approaches. As a result, continuous training and development programs must be included to maintain standardization in activities. The training and development programs may include inductions and initial training for the new staff, refresher courses, and professional training for the existing staff to develop their careers and get promotions. Performance appraisal may also help to identify the required training for specific staff……………..

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