Role of HR to Develop Sustainable Environment

Question: Discuss about the Role of HR to Develop Sustainable Environment. Answer: Introduction The HR department of an organisation plays a very important role in the creation of sustainable environment for the organisation. The organisational sustainability aims to implement strategies that support the organisation with economic and cultural benefits (Rondeau Wagar, 2016). These benefits are achieved by the organisation through considering the environmental responsibilities. The report aims to provide the hospital with strategies that would help to improve the operations of HRM that are conducted by the CEO. The hospital considered for this particular case study, operates with 400 staffs members in Australia. The organization does not have any particular HR department to manage the organisation in an efficient manner. Due to the presence of virtual functioning of the HR such as HR planning and job analysis, recruitment, training, development and performance management, the managers are unable to perform effective HRM activities. The organisation has been facing a number of challenges in creating a sustainable environment for the organisation. The aim of the study is to identify the role of the HR in the organisation and provide the HR with certain recommended strategies that are beneficial in addressing the issues faced by the organisation that in turn helps to improve the operations of HRM at the hospital. The factors that support the establishment and the development of sustainability HR capability of the organisation will be discussed to support the detailed study. Recommendation for the CEO to improve the operation of HRM at the hospital The absence of proper HR department can be considered as the reason behind the challenges for the quality care and the accidents within the organisation involving the patients and staffs since, other organisations with proper HR activities faces lesser issues. In order to understand the importance of the HRM practices, another similar sized hospital has been taken into consideration that carries out operation under comparable conditions. However, while comparing the organizational performance in context to HRM, it has been noticed that the organisation had been able to create a highly motivated HR team. The HR team met regularly to carry out effective HR planning, job analysis, training and development, recruitment and selection, and manage the organizational performance to ensure sustainability. Since the major issues of the hospital arise from the ineffective HRM activities, it is important for the CEO of the organisation to consider certain effective strategies. The strategies will help to improve the HRM activities and thus provide sustainability to the company to compete in the highly competitive market. According to Schalk, Timmerman Van den Heuvel, (2013), the role of the HR has become difficult, complex and dynamic that increases the need for effective strategies within the workplace. Maslows evaluation theory The Maslows model helps to understand the human needs within an organisation. The theory is effective in explaining why the individuals in the organization behave different that causes certain organisational issues. Therefore, the CEO of the hospital needs to consider strategies that help to motivate employees and reduce the issues. According to the theory, the HR practices that supports in the production have highly influenced the organisational performances. By following the theory, the CEO of the hospital can gain a comparative advantage. However, empirical support to the model is considered to be poor and inefficient as there is difficulty in interpreting and operating its concepts. The strategies that help the organization are as follows: Looking beyond the recruiting and on boarding: Minbaeva (2013) opined that few organisations focus on the recruitment of new employees and completely ignore the employees who already work in the organisation. In order to bring out the effectiveness of the HR practices, it is necessary to remember that the employee engagement needs to go beyond the recruitment and the on boarding process. The approaching pattern to the employee life cycle has a significant impact on the employee satisfaction. Furthermore,Knies et al., (2015) argued that considering each individual as a talent is necessary other than just focusing on the individuals who provides top performance. The ability of the individuals in progressing needs to be focused. Moreover, the long-term options need to be open and communicative to ensure effective carrier path in the organisation. Learning the best ways to manage the individual employees: In addition to review the progress of the employees, it is important to consider to personalise approaches to manage the day-to-day activities of the employees. On the contradictoryZikic, (2013) argued that personality of the employees is the only component that can be considered by the managers while interacting with the employees. There can be a need to adjust the approach as the generational groups in the organisation become equally divided. The HR manager of the hospital needs to observe the differences within the generation groups to implement the effective sustainability approaches. Investing into the right technology: The technology acts as one of the major support for the managers to manage the employees. The new technologies help the manager to manage the employee data and gain deeper insights about the activities. As opined by Kaufman, (2015), it is important for the HR to understand and implement the appropriate tool in order to make the overall HRM process efficient and successful. The implementation of appropriate technologies helps the managers to understand the employees of the company. Technologies support in understanding the strengths and weakness of the organisation and thereby improve accordingly. Considering transparent approach for communication: While operating in the highly competitive market, every organization goes through changes in the organisational environment that affect the organisation, the employees and the management system to a great extent. Therefore, Dubois Dubois, (2012) added that it is important for the HR of the hospital to carry out open communication with the company although out the business and not just during the transitional period. The changes in the organisation can be risky and thus open communication is very important even though the information is not much relevant. Wood, Brewster Brookes, (2014) agreed with the above approach and stated that the layouts and the cuts in the budget are negative threats to the organisation. Thus, the HR managers needs to be capable of reforming the situations in a positive and constructive manner while communication to the employees. Such steps taken by the HR department not only helps the employees to adapt the new roles and provide the staff members with the b est interest. Consider changes with time: In todays organisation, the HRM has become an important concept that is also challenging. The definition of HRM practices includes the need to remain up to date with the needs of the company and the market. Armstrong Taylor, (2014) mentions that it will be advantageous for the HR managers if they consider the products sold by them are not good enough and therefore require further improvements. Every day there is a new generation entering into the market that challenges the organization to adapt the new changes. On the contradictory it has been recommended to the HR manager, not to consider the organisation as one unit that can continue serving (Chiang, Lema?ski Birtch, 2016). In order to develop the organization and ensure sustainability, it is important to try new and innovative ideas within the workplace. Key features of building sustainability HR capability The key features of building sustainability HR capability within the hospital require implementation of appropriate methods and strategies. The successful analysis of the profiles of the staff members in positions as per the requirement of the organisation is effective in building the capability of the HR to establish sustainability. As it can be inferred that the HRM plays a vital role in every organisation to provide comparative advantage and sustainability by reducing the risk factors and the issues in the organisation. In the opinion of Cascio, (2015), the key functions of the human resource team of the organisation is to carry out proper recruitment process and train the recruited staffs so that they are able to understand the organisational activities, the needs of the organisation and their respective roles. In addition to this, HRM encourages the individuals working in the organisation so that they perform their activities as per the requirements and their potential. The lack of proper HR department and senior HR manager is one of the root causes behind the various challenges faced by the organisation. The CEO of the hospital takes the opinion of a consultant who is responsible for coming down to the organisation once a week in order to oversee the HR policies and practices and its development. However, the inconsistent implementation of the policies and practices by the management has led to the development of a number of issues that have degraded the performance quality of the company in the market. The company has been experiencing industrial disputation, increased absenteeism and turnover, enhanced level of grievances among the staffs and the shortage of staffs. The key features of building sustainability HR capability are as follows: Improving the work culture: The individuals are able to improve their quality of performance with the help of the suggestions given by the HR department. According to Van De Voorde Boxall, (2014), the work culture or the work atmosphere significantly influences the performance of the individual. The effective HRM practices help to ensure a clean, safe and healthy environment to bring out the best productivity from the individuals. The several issues that arise in the workplace between the employees and the employers can be addressed easily by implementing the various HR policies and practices appropriately. Hence, it can be concluded that considering effective HRM practices and policies and implementing them in the organisation in an appropriate method helps reduce the challenges faced by the organisation and thereby provide sustainability. Developing the leadership skills: The development of the leadership skills relevant to the current position requirement as well as the future position, monitoring the results and building succession plans for the strategic positions are the key features that needs to be considered (Harry, 2014). On the other hand, selecting the talented pool of employees who will be able to increase the productivity of the organisation is important. In order to ensure the sustainability, the skills of the employees for the future executive position need to be enhanced. The career management mechanism and regular monitoring for improvements by the HR manager of the company can effectively support the sustainability of the hospital (Brewster,Gollan Wright, 2013). Encouraging workforce engagement: The enhancing workforce engagement needs to be focused by the HR through analysing the results obtained from the organisational survey. The managers can set-up the 3-5 year plan that helps to encourage the human resource management for the line managers of the hospital. Brewster Mayrhofer, (2012) stated that in order to meet the various needs of employees in conditions of work functions and age group, the HR process needs to be improved. Strategic alignment: The interrelated features for building sustainability HR capability are strategic alignment that includes shaping and managing the individual to ensure proper alignment of strategies with the organisational objectives. Moreover, it is essential that the capabilities are build and expertise within the organisation to deliver the best possible outcome (Arevshatian, Shantz Alfes, 2014). The workforce capacity should be build for the current and the future requirement of the hospital to provide sustainability. The proper management of the change process to support the desired culture of the organisation is also important in the organisation to build sustainability HR capability. Conclusion It can be inferred from the overall study that the HR of an organisation holds a very important place in the organisation and thus the effectiveness of the HRM policies and practices are important to ensure stability. The HR is responsible for the management of the overall organisation along with the employee management. From the case study, it can be concluded that the lack of proper HR department and the guidance of the HR managers the hospital faxes a number of issues such as higher turnover, absenteeism, staff grievance and shortage of the employees. These issues further lead to sustainability issue in the market. The issues faced by the hospital needs to be addressed effectively by the HR department so that the risk factors of the organisation can be minimised. The CEO of the organisation can consider strategies for HR to increase their effectiveness. Considering strategies such as looking beyond the recruiting and on boarding, learning the best ways to manage the individual employees, investing into the right technology, and considering transparent approach for communication are effective for the organisation. 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