Browse Tag: Human Resource Management

Human Resource Management related academic materials.

Human Resources Plan For An Urgent-Care Clinic


Human resource management refers to a systematic and strategic approach, to manage workers, in a manner that would maximize their contribution and motivation towards meeting the objectives an organization. A human resource plan refers to a departmental document that sets out programs, which are needed in the subsequent years in an organization. This is done with the intention of assisting an organization in attaining its objectives and missions, via a systematic implementation and design of HRM programs. HRM main programs include staffing, recruiting and retention, benefits and compensation, development, and workers retentions. It involves all compensation, career development and hiring activities, as well as all activities of personnel management. This paper focuses on developing human resource plan for urgent care unit. The plan will focus more on staffing, recruitment, compensation, retention, and development of urgent care workers.

Staffing Plan

Staffing refers to a systematic process that is used to guarantee that an organization contains the right number of employees, with the factual skills needed to fulfill needs of the urgent care unit. This implies that the HRM will need to effectively evaluate the job requirements of all sections of operation in an urgent care unit, to develop an accurate and reliable job description and job requirement lists. The job requirement list will include the needed abilities, knowledge and skills, needed accreditation, needed level of experience, as well as licensure. The HRM will also be able to assess the organization capacity and work intensity of every section, to be able to define the number of workers needed to operate in a specific unit. Staffing plan will also include fair considerations in the employment, to avoid illegal applicants screening (Borba & Appeal, 2012). It will also involve assessing the skills of the current employees, determining current workers turnover trends, and the business trend. Business trend involves the analysis of internal adjustment that include downsizing, demographics and work shifts, and external factors that include legalization, and mergers and acquisition. This information will assist the human resource department in noting the organization workers surplus and deficiencies, as well as making prediction of the need of recruitment and staffing in the future. This process ensures that the organization has evaluated and effectively considered all recruitment aspects needed in each section of urgent care center, to ensure the provision of enough workers as per the need. A comprehensive record of available workers in the unit compared to needed workers will be kept to ensure replacement or addition of staffs is done without delays (Borba & Appeal, 2012).


Recruitment is a process of hiring new or more workers in an organization. It involves the identification of the areas of workers deficiency, determining the main targeted source of new workers, and advertising the positions. Recruitment happens due to workers turnover, or expansion of the organization in terms of capacity or structural development (Nordic Council of Ministers, 2014). In this case, the HR willidentify the areas that require more workers and advertise the positions. The department will choose different forms of advertisement based on the targeted applicants. The advert must give a clear description of the vacant position in terms of required professional and academic qualifications, experience, and accreditation. It will also guide the candidate on how to apply for the position. Recruitment plan will also include the selection techniques that the organization will use to obtain the best possible candidates for advertised position. The selection process will make use of elimination method to ensure that only the best candidates are selected for the interview. The most eligible candidate based on the interview performance will be recruited to fill in the vacant position.


Retention is a human resources process that focuses on reducing workers turnover in an organization. Staff turnover is a necessary and natural process in healthcare organization. Nevertheless, when staff turnover attains high level, it can result to negative effect on care quality and cost in recruitment and training. A healthcare organization should thus develop an improved workers retention technics. Some of the techniques that an organization should employ to enhance retention include defining competitive workers compensation. The compensation should be matched with what is in the market, and sometimes slightly above the market price to increase the organization competitiveness. A good retention plan should offer more than workers basic salary and more than benefits defined by the government. The organization needs to have attractive workers benefits, which include paid holidays, more attractive retirement plans, study scholarships, and more favorable medical insurance for the workers, as well as medical leaves (Kallander et al., 2013).

The HRM should also ensure a favorable working environment. This includes provision of all the required resources and facilities to enhance work efficiency. Effective work scheduling with reasonable staff-patient ratio will be very essential in ensuring manageable work load, especially among nurses. The retention rate is also determined by the organization culture, which determines workers behavior and the interaction between workers and the management (Human Resources, 2015). Open communication will be one of the best strategies that an organization can employ to enhance early detection of problems that may influence turnover. Open communication also enhances good relation in an organization, and the collaboration process which is highly important in healthcare organization. The work environment also determines the level of workers motivation and commitment. Poorly motivated workers are likely to leave the organization compared to highly motivated workers. The organization should consider enhancing workers job satisfaction level by checking on all human resource aspects that determine workers level of commitment. This also includes definition of workers development plan and motivation (Nordic Council of Ministers, 2014).

To enhance effective retention, the human resource department will need to conduct close monitoring of the employees turnover, recording the main course of employees withdrawal from the organization. The organization should record all the causes and the number of workers influenced to leave the organization. HR department should consider using the identified problems to define possible measures to resolve the identified causes of high turnover. This will assist in reducing the rate of high turnover and enhance the organization retention rate.

Urgent-care mostly involves reporting of serious cases including accident cases and other medical issues that need urgent care to save life. Handling urgent traumatizing cases may increase the level of professional compassion fatigue and burn out. Enhancing workers motivation and efficiency in this case is very important in enhancing retention. The organization need to define workers care programs, which will assist in fighting daily work related stress and to restore workers energy. This can be done by employing free workers counseling center, or/and physical fitness center. This promotes self-rejuvenation among the employees and reinforces their working strength and morale. Proper workers care and effective caring for their needs increase their personal value. Feeling valued increases workers attachment with the organization, promoting their ability to remain committed in an organization, and it can therefore be used to reduce workers turnover or to increase retention (Khan, Rajasekar& Al-Asfour, 2015).

Workers Development Plan

Employees’ career development plays an essential role in inspiring the organization’s component of human capital. Career development is being used strategically to influence organizational talents, and to retain and attract workforce component. Right form of workers management strategy entails sustaining success via generation of the right organization by utilizing insight on leadership, culture and talent. According to Khan, Rajasekar and Al-Asfour (2015), building talents needs an organization to implement the right form of career development practices, so as to offer chance for workers to grow and learn. Most organizations useworkers development plan to promote personal and team development in an organization. Workers development plan refers to the assessment of the skills and knowledge of the existing workforce, linked to the expectedskills and knowledge of the future workforce, to ensure that it meets the organization objectives and goals. Some of the strategies that the organizations used to enhance workers development in healthcare organization should start immediately after recruitment.

Orientation training should be given to all new organization employees. This is offered to the new organization’s workers to assist them in understand the organization behaviors, culture, policies, goals and missions. The training also assists in familiarizing the new employees with the work environment, which includes the available facilities and resources, and how these resources are effectively used and shared to enhance efficiency.Workers development can also be promoted by conducting regular workers training in the organization. This can be based on changes of urgent-care technology, integration of new technology with health care operations, and introduction of new evidence-basedpatient care methods, for specific situations among others. Regular leadership workshops can also be scheduled in the organization to help in the development of workers leadership and management skills in specific units of operation in urgent-care center. This can be done to prepare for succession or to enhance workers judgment and decision making ability, at their respective units and level of operation (Niles, 2012).

The organization should also promote individual growth by providing regular appraisals, improvement recommendations and/or rewards for noted improvements. The organization should consider conducting workers appraisal after every six months. The appraisal will check on individual medical error, patient outcome, patient satisfaction, level of safety, quality of care, cases of negligence, and general efficiency in conducting relevant medical procedures. The appraisal should also check on individual leadership skills, ability to work in a team, and to make effective contribution in defining solution to critical problems. The appraise will recommend on things that an individual should improve on, and also assist in defining new training that workers may need to improve proficiency in their specific areas of operation.

To enhance individual professional growth, the organization will provide study leave to those who need them. Paid study leaves should be provided to those who demonstrate good consistent performance or consistent improvementfor a period of three years. The scholarship will also be provided based on the condition that the beneficiaries will return to the organization and work for at least two years after the graduation. Study scholarship should also be given as an award for exceptional performance in an organization. This will be measured based on individual ability to handle critical tasks effectively without any medical errors. This will enhance individual career development in the organization. Promotion and salary increment should be provided to those who fight to advance their career and general performance. This is likely to encourage personal determination in career advancement among the employees.

Special competitive awards should also be introduced to enhance competitive personal improvement and desire to improve personal performance. For instance, the organization can collaborate with other organizations in the region or with its other branches to introduce competition award for the best nurse, or physician of the year. This award should be given based on specific performance metrics, which an individual must fulfill. The assessment can mostly be based on 360-degree feedback performance assessment technique among other forms of assessments (Niles, 2012).

Compensation Plan

Workers compensation in a health care organization plays a great role in determining workers level of motivation and retention rate. To be able to attract the best talents in the market, a health care organization should consider providing a compensation plan that is slightly above the market price in the industry.  This means that an organization should not only adhere to the set compensation laws of the state and the federal governments, but give far more than that. The organization workers should receive reasonable basic salary, allowances, and benefits. The benefits include health insurance and retirement package. Other than the provided governmental compensation limitations for all workers in the industry, the organization should provide a special medical care packages that covers the employees and all the employees dependents. This should include for example the provision 80% of employee or dependent medical feeas an extra benefit to the employee (Shafer et al., 2013).

Organization should also offer special packages for any work related injuries or infections. In this case, any affected worker should receive normal salary for a period of one year while receiving medication for work related injuries or harm. This can be reduced to equivalent of half monthly salary in case the condition extends beyond one year. The organization should consider creating special retirement program forits employees other than those provided by the government to facilitate the retirement of its employees. It can also consider collaborating with other health care organization unions to promote the life of its workers financially, through provision of pay-slip guaranteed loans for personal investments. Other possible benefits that the organization can provide include paid holidays for all workers once per year, with a holiday package. Financial incentives have also been associated to the improvement of quality of care and administration operations. The organization should therefore consider providing incentives as a way of rewarding employees for work well done. This should be done based on specific measures of performance to be able to offer the benefits to all who deserve the award (Borba& Appeal, 2012).


Growth and performance of any healthcare organization is highly determined by how an organization plan and manage its human resources. This includes recruiting qualified personnel that perfectly fit to the organization and specific jobs positions. This should be followed by employing all possible measures to retain the best talents in the organization. The retention rate is normally influenced by the organization climate, provided compensation, and organization ability to enhance workers development. In this regard, an organization should employ effective workers resources management plan to enhance personal development, high retention and high level of work performance in a health care organization.

Human Resource Management Annotated Bibliography

Beil-Hildebrand, M. B. (January 01, 2010). Re-Theorizing Human Resource Management and Human Resource Management in Context.

In this article, Beil-Hildebrand focusses on the strategic human resource management, human capital management, high-performance management, and high commitment management themes under the broad HR department. The article particularly emphasizes on academic and managerial claims that concern HRM, along with acknowledging the impact of past literature on HR from the healthcare sector perspective. The foci go to organizational changes and HR responsibilities, the HRM rhetoric, modern-day practices, and how people react to the disparities that occur with time. I will use this source to research on how organizations try to maximize their capabilities through HR practices and overall diversity in management to create organizational effectiveness.

Buyens, D., & De, V. A. (July 01, 2001). Perceptions of the value of the HR function. Human Resource Management Journal, 11, 3, 70-89.

In the article, Buyens and De explore the value of the Human Resource function as viewed by three types of managers namely HR managers, top managers, and line managers. They review evidence from existing literature and additionally explore the degree of strategic involvement of the HR function along with the added value it brings to the organization. Their findings point out that the role and value of the HR function extend beyond the fulfillment of its responsibility as a strategic partner. I will use their work to research the overview of the HR management and its role in the organization.

Gableta, M., & Król-Jasińska, A. (January 01, 2014). Development of HR department tasks with respect to the implementation of the employees’ interests. Przegląd Organizacji, 2014, 42-47.

Gableta and Król-Jasińska’s article focuses on interests that constitute a multifaceted set of human wishes and objectives in a firm, proving itself through expectations that provide the actions with a specific direction. Particularly, the authors attempt to explore the role played by the HR department in regard to respecting the employees’ interests. They try to verify if it is indeed empirically accurate that a changing company generates a need for the study of the processes occurring in it from an angle that caters for the employee’s interests and their corresponding compliance to the employer. My essay will use this source to fetch empirically-proven data on subjects modelled on the employee-perspective.

Jamrog, J. J., & Overholt, M. H. (January 01, 2004). Building a Strategic HR Function: Continuing the Evolution. Human Resource Planning, 27, 51-63.

In their article, Jamrog and Overholt attempt to trace every evidence of the evolution of the HR profession in a span of the last 100 years, and then examine the current role. Their research connects several components of the HR as well as how it influences them in various dimensions. The results of their investigation focus on the perfect model for measuring organizational effectiveness. However, the article contains substantial information and facts regarding the HR department. I will particularly use it as a source of reference to what constitutes organizational effectiveness, and the measurement tools that the HR department uses to build a strategic function.

John, S., & Björkman, I. (November 01, 2015). In the eyes of the beholder: the HRM capabilities of the HR function as perceived by managers and professionals. Human Resource Management Journal, 25, 4, 424-442.

The article investigates factors that influence the line manager’s perception of the capacity of the HR function by using 913 managers in the subsidiaries of 11 Nordic international corporations. They successfully test the extent to which attitudes of the unit’s general manager, characteristics of the HR, and features of the unit’s HRM system manager helps in explaining HRM capabilities. The authors find out that perceived practice visibility coupled with HRM inducements can be perceived as strong predictors of the perceptions of the HR function’s role. My essay will use the article to delve into the capabilities of HRM and to highlight its role in improving organizational performance.

Rafat, M., Mahboobeh, S., & Amir, J. (2012). Analysis of the human resource management role in hospitals using Ulrich model. African Journal of Business Management, 6(50), 11943.

The authors of this article carry out a study to evaluate human resource’s role in various types of hospitals in Iran via the Ulrich model. The results of the research showed positive relationships between human resources and service qualities. By using this as a source, my essay will focus on the relevant data with regard to the positive impacts of strengthening HR management, planning, and training of workers. Notably, the authors come to a conclusive evidence suggesting that the human resource management is capable of enhancing service quality in hospitals. My essay will, in light of this, explore the capabilities of the organization and how they can be maximized through appropriate human resource practices.

Shammot, M. M. (2014). The role of human resources management practices represented by employee’s recruitment and training and motivation for therealization of competitive advantage. African Journal of Business Management8(1), 35.

In his article, Shammot presents evidence relating to the role the human resources department along with its management plays in realizing the competitiveness of industrial organizations. The article has, however, highlighted on issues related to the human resources management practices intraining, motivating, attracting, and selecting, employing, and evaluating employees,as well as matters pertaining to the setting of salaries, fees, and rewards. This article will serve as a source for extracting undisputable information regarding the role of the HR management in fulfilling employees’ expectations with an end goal of giving the organization a competitive advantage.

Shephard, P. (January 01, 2005). The role of HRD and knowledge management: HR in the Epoch of the knowledge-based economy: towards continuous learning and building a learning organization.

The article concentrates attention on the role of Human Resource management in learning organizations. The author tries to show that the HRM plays a crucial role in transforming traditional firms to modern organizations that possess characteristics of a learning organization. He shows the importance of proper planning, performance management, and succession planning in forming a solid strategic management that caters for the future of the company. The article is helpful to my research in that it will guide me in laying out facts concerning the HR function in a continually-changing organization.

Truss, C. (2008). Continuity and change: the role of the HR function in the modern public sector. Public Administration86(4), 1071-1088.

This article tries to present empirical evidence relating to the evaluation of HR roles and if they have changed into a model more akin to that of the private sector by using six matched-pair organizations in UK’s public sector. Using the results, the author highlights the complex and contradictory nature of the functional roles of the HR department. My essay will use the article to draw facts on the strategic roles of the HR in general, as well as the trends on the same. I will also pay attention to how modern organizations are evolving towards cost-effectiveness and effective management through by the help of the HR department.

Zehra Alakoç Burma, (2014). Human Resource Management and Its Importance for Today’s Organizations, International Journal of Education and Social Science, 2(1). Retrieved from

By placing emphasis on the subjects of management, Human Resources management, organizational effectiveness, and management functions, Zehra informs the reader about the relationship between the human resources management and organizational effectiveness. This serves as pertinent information for my essay in relation to the overall effectiveness of the HR manager’s function in the organization. I will also use the source to fetch facts on the general role of the HR department, management of strategic decisions, and the factors at play in the same context.

Human Resource Management Professional Competencies

Assignment Instructions

Human resource management is becoming increasingly more strategic and complex. The Society for Human Resource Management (SHRM) has identified competencies that are necessary for human resource professionals.

View the video at

Considering the video and the readings from this week, write a 3-5 page paper (excluding title and reference pages) that analyzes and discusses the competencies that you believe an HRM professional should possess. Be sure to address the following questions in your paper:

  • Do you agree with Steven Miranda in his assessment that an HRM professional today must supplement his or her technical HRM skills in order to succeed?
  • How do the competencies that you’ve selected fit into strategic management of the HRM process?
  • Which competencies are important to strategically manage legal compliance issues?
  • Support your discussion points with citations from at least three scholarly sources.

Sample Answer

Human Resource Competencies


The responsibilities and role of human resource professional have dramatically changed in the last decade. HR professionals have for years experienced closed door position, where they were frequently seen as second team players attempting to gain access to main forums of decision making. However, several HR professionals have in the recent years successfully turned to business partners. They contain novel chances for professional development and contain higher chances to be active builders of the competitive advantage of their companies. The new HR professional role presents them with the need to advance their competencies and to adapt new skills that will make them to be more viable in their new roles (Han et al., 2006). This paper focuses on identifying competencies which are currently necessary for HR professionals.

Analysis and Discussion of Competencies the HRM Professional should have

Competency is described as personal demonstrated abilities, skills and knowledge. According to Ulrich et al. (1995) HR professionals show competency when they add value to their enterprises. This is done by guaranteeing that they deliver initiatives, programs, and ideas to their enterprises that assists the business to compete. The HR professional value lives in their aptitude to develop competitive advantage which plays a great part in swaying bottom-line metrics positively. To accomplish this, I do agree with Steven Miranda that HRM professional must supplement her or his HRM technical skills to succeed. The HRM professionals might create competencies on various dimensions that include style dimension, functional dimension, role dimension, and business dimension. However, the three main domains where HR professional must add competencies include business knowledge, HR delivery, and change process management.

HR professionals add an organization value when they comprehend how the business operates. This is because this knowledge assists them to adapt organizational and HR activities to changing conditions of business. According to Ulrich et al. (1995), knowing the organizational, financial, technological, and strategic capabilities of a company is an essential condition for entry to any kind of strategic discussion. Similar to any other staff operation, HR professional should be experts in their area. They should know and be able to deliver the HR innovative practice to build HR professionals credibility. This can be categorized in six groups which include communication, staffing, organization design, development, rewards, and appraisal. HR professionals that are regarded to be competent in these groups of operation will be perceived as credible implementers and designers of HR system. Moreover, as the change pace increases beyond businesses, HR professionals will have to commensurate their internal adaptive change rate with that of the external setting to be competitive.

Business with higher change capacity will be extra competitive with time. According to Ulrich et al. (1995), personal resistance to change frequently blocks organizations from adapting as fast as needed. Having competences to control change process equip a HR professional in assisting other members of an organization to manage change. This helps in developing general organizational ability for transition as the main competitive advantage source. HR professionals with competencies to control processes of change illustrate an outstanding attributes of change agent. These professionals are able to build relations particularly with clients, implement goals, diagnose problems, solve problems, define leadership agenda, and articulate a vision.

Competencies Fit in Strategic Management

The three selected competencies, HR practice deliver, business knowledge and change management processes are the two compete are all needed to enhance strategic management. Business knowledge assists the HR professionals to understand all business components and their level of performance. This enables the involved individuals to determine the gap between the current and the desired situation. With this information, it becomes easier to identify strategies that can be employed to attain the desired situation. When this is complemented with the change process management and HR practices delivery, the HR professional can manage to define a change process to help attain the desired results, and also use the HR practice delivery to ensure that effective implementation of the change process in the organization. The three competencies can easily assist the HR profession in fining very reliable strategic measures to uplift the position of the company in all its components of operations. Thus having business technical skills is very important in knowing which technicality can be employed to reduce cost, enhance efficiency and ensure great productivity. When this is integrated with great HR practice skills, the company can easily experience great improvement (Yeung et al., 1996).

Competencies Important to Strategically Manage Legal Compliance Issues

The competencies that are essential to strategically manage legal compliance issues in an organization are the management and leadership compliances. A manager needs to understand all laws governing an organization and the best measures to ensure that they are implemented and observed. This competence allows the HR to know which measures should and should not be employed to solve a certain problem or enhance a certain change. The HR professional with this competency understands the laws governing operations in the organization form of business and legal limitations or guidance in carrying normal business operations or on any form of advancement (Han et al., 2006).

Human Resource Management Aspects Reflective Paper Instructions

The Reflective Paper should demonstrate understanding of the reading assignments as well as the implications of new knowledge. The eight-page paper should integrate readings and class discussions into work and life experience. It may include explanation and examples from previous experience as well as implications for future application.

The purpose of the Reflective Paper is for you to culminate the learning achieved in the course by describing your understanding and application of knowledge in the field of human resource management.

Focus of the Reflective Paper

The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. Consider all the areas of HRM that have been discussed in class:

  • EEO and Affirmative Action,
  • Human resources planning, recruitment, and selection,
  • Human resources development,
  • Compensation and benefits,
  • Safety and Health, and
  • Employee and labor relations.

Submit a Reflective Paper in which you explain how these aspects work together to perform that primary function. Are any aspects more important than the others? Why or why not? How do you believe the HRM role can be optimized for shaping organizational and employee behavior?

The Reflective Paper must: (a) identify the main issues in the chosen area, (b) demonstrate new learning that has occurred, (c) include class activities or incidents that facilitated learning and understanding, (d) identify specific current and/or future applications and relevance to your workplace, and (e) reflect the potential impact to your future career plans or even in your personal life at home. The emphasis of the Reflective Paper should be on parts ‘d’ and ‘e,’ and on the application of new learning. Explore, in depth, the benefits of the new learning and understanding that has taken place.

Writing the Reflective Paper

The Reflective Paper:

  • Must be eight double-spaced pages in length, excluding the cover page and reference page, and formatted according to APA style as outlined in your approved style guide.
  • Must include a cover page that includes:
  • Name of paper
  • Student’s name
  • Course number and name
  • Instructor’s name
  • Date submitted
  • Must include an introductory paragraph with a succinct thesis statement.
  • Must address the topic of the paper with critical thought.
  • Must conclude with a restatement of the thesis and a conclusion paragraph.
  • Must use at least one scholarly source, in addition to the text.
  • Must use APA style as outlined in your approved style guide to document all sources.
  • Must include, on the final page, a Reference List that is completed according to APA style as outlined in your approved style guide.

Strategic Human Resource Management Plan – Assignment Instructions

Write a 750-1,000 word strategic human resource management plan. The purpose of this assignment is to simulate the thought process managers use to connect unit goals with organizational strategy. The students are not expected to produce a detailed strategic plan (which in actual organizations can exceed 100 pages). Rather, the expectation is that students demonstrate consideration of the multiple complexities involved in strategic planning.

The assignment is centered on the strengths, weaknesses, opportunities, and threats (SWOT) model of analysis, and the specific, measurable, achievable, relevant, and time-bound (SMART) model of goal setting.

Select an organization to research that has a description of the organization and necessary information available to conduct a SWOT analysis and develop SMART goals.

The Strategic HRM Plan should be in the form of a professional report. There is no single, correct manner of presentation. Critical and creative thinking is expected. The formatting is secondary to the content and application of knowledge. However, the proposal should be organized in a readily comprehensible manner that conveys a thorough understanding of course objectives. Graphics, bulleted lists, and charts are acceptable. Include the following:

  • Introduction that outlines how the human resource goals support the organizational goals.
  • Summary of the organizational description.
  • A SWOT analysis.
  • Three human resource goals that fulfill the SMART criteria.
  • Alignment of human resources goals and strategic plans.
  • Proposal for a job design initiative or an organizational hiring goal to meets the needs of the human resource goals and organizational goals.
  • A conclusion that summarizes the highlights of the plan is presented.

Incorporate three to five resources (including your textbook) to support your Strategic HRM Plan. Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

Integrated Human Resource Management System

Integrated Human Resource Management System:
The Sponsor
Broadmap Company holds more than 10,000 employees at different emirates of UAE. The company at the moment maintains employee information as hardcopies for processing and archiving. The company has been suffering from sorting and arranging records of the employees for many years. It has recently realised that it is not efficient and safe to keep record as hard copies. The company management is worried on data loss as well time loss during record searching. The management has decided to establish electronic system to keep the employee information, payroll, training, benefits, overtimes, manpower and development. The new system will be available online to all the employees so that they can apply and request any information. At the same time the records would be backed up regularly in case of any disaster or technology failure.
  • …….
Strategic Plan
The company try to eliminate issues related to the record management for the high data capacity in the HR department. The company aims to install and train people in HR management system in order to minimise the paper work process. The company aims to provide many more facilities online in which the employees submit documents online.
Product Scope Description
The company is very keen to introduce, develop and run project to review, order, install and train people in HR management system. The whole project should be ready before summer 2014 so that the company announce it services online.
The company’s Environment and assets
The company has already employed skilled and experienced people in their fields. Those employees and others will be ready to join the project team during the project life cycle.
The company has not got any strict rules when it comes to employing staff for the project, cost, quality and any other resource required to develop the new system.
1.     Formulate a project charter based on what you know from the case above.
2.     Use any template that you like to produce the project charter.


  • …….

Watson Wyatt Human Capital Index In HRM

Watson Wyatt Human Capital Index is a study which is ongoing which quantifies the link that exists between the shareholder value as well as the human-capital practices. It is conducted every two years since 1999 and has four prolonged objective. These include;

  • testing the belief that it pays to manage the people’s right;
  • to provide the HR with the financial-performance metrics;
  • to make a determination as to whether some of the HR practices are able to offer a “bigger bang for the buck” more than others;
  • to help the investors in their assessment of the human-capital investment (Wyatt, 2000).

As it has been stated earlier, Watson Wyatt Human Capital Index is important in Human Resource Management because it helps in the provision of the Human Resource facility with the financial performance metrics. This thus enables the organization to keep track of the financial operations and usage. It also enables the HR with the guidance to management of the organization as it measures how beneficial it is for better management of people(Wyatt, 2000).It also assesses the HR practices so as to know which one is beneficial to the organizational management and thus implement it. This can be used to monitor the HR management issues. This is because it carries out surveys that are meant to monitor how HR management is ongoing in an organization.

Samsung Strategic Human Resource Management Plan

Samsung is an independent company which deals with electronics of all kind mostly is one of the most popular brands in the market as per now. Every company has a human resource planning strategy and so does Samsung. Human resource planning is the process that basically identifies both the current & the future human resources needs for a particular organization so as to achieve its goals and objectives. The human resource planning serves as a link that connects human resource management and the strategy planning for that organization(Bryson, 2011).

Samsung has been using the Japanese style of management System upto the 1980’s. In thre1990’s, the American style was added into the system which was as a result of the success of the semi-conductor business(Jae- Yon. S. 2013). It kept the Japanese style of management at the same time. It worked to secure that the core talent employees both from the inside and outside the organization.

One of its HR plans is that they changed the coexistence of merit-based & seniority-based promotion and compensation as well as compensation  from promotion, compensation & seniority based system in the past (Jae- Yon. S. 2013).

Samsung is structuring its human resource plan so as to cut on costs by 10% at its headquarters at its headquarters. This is attributed to the decline of the market value of their products. The company has also opted to freeze all the wages of the workers based in South Korea. This is also due to the trouble it faces in the market. The competition from the Chinese companies which have come up has been quite a disturbing factor and are taking control of the market. This also led to a reduction in the force(Jae- Yon. S. 2013).

Among the Strategic Human Resource Management plans, increased retirement. This is because the rate of retirement is decreasing since people are able to work for longer years than in the past. The company thus has experienced very minimal retirement of their staffs. This has not been a major problem to them.

Role of Human Resource Management in Government and Non-profit Organizations

Human resource management simply means the procedural process of developing and hiring of employees, it is process of conducting the need assessment and qualification so that the right persons can be identified. Effective human resource management requires a critical analysis of person who suits to working in different sections within the government and Non-governmental organization since mostly they rely on human resource in planning of personnel needs like the salaries and wages.

Role of Human Resource in Government and Non governmental

According to Truss, (2008),human resource is vital in government and the non-governmental organization, a bigger percentage of public organizations rely also on human resource since they are devoted to efficiently managing  the organization because it helps in  enhancing  organization sustainability.

In  a global perspective ,human resource is an important element that ensures  that people needs are satisfied  because it determines the quality and  performance of organization, in return, major decisions affecting the government organization  are elevated  toward recognizing the importance of giving employees their needs so the goals and policies of organization is well implemented. (French &  Goodman 2011).

Challenges faced by Human Resource Management in Non Governmental Organization.

A range  of obstacles have  been experienced  in organization  especially when  implementing  the human resource policies, in particular, there are  new technological  revolution  that has made the working employees  depressed because of  incapability  to operate    computerized devices, to be precise ,the level of their  education and training  skills were excluded from their course thus becoming a challenge in adopting the system, for example, the use of computers in dealing with organization  correspondence  through the use of internet like the e emails , (Pynes, 2013).  Thus they  develop challenges commonly experienced in   both the  Government Non Governmental organization  thus they face  problems in the entire labor force because  of lack of  updating  their skills professions.

In conclusion the government companies needs to exercise clear guidelines in  recruiting employees and even training them so as to ensure an efficient human resource planning.

Key Roles Of Human Resource Management In Health Care Field

Assignment Instructions

  1. Determine key roles that human resource management plays in the health care field.
  2. Evaluate three to five (3-5) functions of human resource management in terms of their level of support to the health care field, and then select which one you believe is the primary function in furthering the health care field.
  3. Analyze the role of human resource management in an organization’s strategic plan.
  4. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

  1. Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  2. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

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