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STRATEGIC HUMAN RESOURCES MANAGEMENT 1. In your healthcare organization, distinguish corporate, business, and functional strategies. How does each strategy relate to human resources management? Explain your answer. Quirino Memorial Medical Center (QMMC ) , our medical center is the first government hospital in Quezon City which was inaugurated in 1953. In its 58 years of existence, it has evolved from a 75- bed training and teaching hospital to a 350 bed medical center. With a vision to be the leading government tertiary hospital known for service excellence in health care, it has maintained its unwavering commitment to serve the health needs of its patients. The numerous awards garnered by our institution provide evidence of this commitment to both our vision as well as mission. In the last five years , our institution has been recognized as the highest earning retained hospital in the National Capital Region. A tertiary hospital providing a safe , accessible and affordable quality specialized healthcare that is dynamically responsive to the needs of the patients remains to be our mission. The regular management meetings being undertaken by our health care executives have definitely contributed to these various strategies: corporate, business and functional despite the limitation of government bureaucracy. A. Corporate strategy is the overall scope and direction of an organization and the way in which its various business operations work together to achieve particular goals. Based on recent strategic planning, QMMC is working towards its ISO quality certification, 9001: 2008 version. With the on-going activities toward this certification, set objectives or key performance indicators of every department shall be reviewed to check its alignment to our vision and mission. Likewise, the profit sharing scheme, a project initiated by the Finance Section has been approved by Top Management for implementation this year. This reward system may motivate employees to excel in their performance. B. Business Strategy sets the competitive edge of our hospital in the market. In line with our mission of providing an affordable quality specialized healthcare services, we have set a very competitive price scheme. C. Functional Strategy- considers how the organization will manage its major functions. The lines of functions and responsibilities are well-defined in the organization. An attempt to clearly define the successor for key personnel has been undertaken. Once the organizations corporate and business strategies have been determined, managers can then develop an HR strategy. This strategy commonly includes a

2. Discuss how may an organizations human resources be viewed as either strength or weakness when doing a SWOT analysis? What do you think could be done to strengthen human resources in the event that it is seen as a weakness?

SWOT Analysis: Strengths, Weaknesses, Opportunities, and Threats The Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis guides us to identify the positives and negatives inside and outside of our organization. Program directors, policy groups and management teams can use this resource to help with both strategic planning and decision-making. A SWOT analysis will provide perspective, and reveal connections and areas for action. It should be the first step in strategic human resources planning that is to conduct a analysis of organizational strengths, weaknesses, opportunities, and threats. The SWOT analysis is a powerful tool that provides strategic thinkers a more objective look at their organization than they may commonly take. In keeping with this idea, a SWOT analysis should be conducted in order to analyze the overall environment in which healthcare organizations operate. People are the primary force in any organization especially in the healthcare industry. Human resource action marries the human resource functions to organizational missions and visions, and acts as the link between the values of individual employees and corporate values. Ultimately, any human resources strategic plan should result in behavior that is consistent with the values of the entire organization and assists it in its success. William Rothwell states that integrating human resource planning with organizational strategic planning is the key to comprehensive success. If an organization after a SWOT analysis reveals a weak human resource, a review of the talent pool should be conducted. Financial benefits should be competitive. Workload issues should addressed and retention issues & or security of tenure should be reviewed because these might produce a negative or a weak human resource pool. QMMC has a 400 + strong manpower from Medical specialists, Paramedical staffs and support manpower. The overwhelming number of patients and a policy of admit all, the human resource should be reviewed. Overload on workload could produce poor quality of service in healthcare. Even with the government bureaucracy, a proper representation and defense could achieve a more fulfilling work environment.

3. Healthcare industry is characterized as an industry that relies heavily on the workforce. Thus, it is necessary that all the factors that influence the performance of the employees be effectively managed. Human Resources Management typically involved activities that maximize the capabilities and performance of the employees. This includes recruitment and selection of employees, training and development , appraisal , compensation and employee relations. Strategic HRM on the other hand deals with comprehensive set of managerial activities and tasks, related to developing and maintaining a qualified workforce that integrates organizational goals with policies and action sequences. It also takes into consideration environmental and other organizational aspects that affect human resource activities. Organizational effectiveness is thus enhanced when the workforce of a particular industry is effectively managed when guided by the set organizational goals. With the common direction set and known by personnel in all levels of the organization, we expect the following advantages: 1. Quality health care service in terms of set targets such as accuracy, promptness, affordable services, following set standards and criteria of the organization. 2. Maximum productivity- which could equate to more patients being served 3. Cost effectiveness less wastages in terms of supplies and utilities 4. Competitive edge - with quality service, well-trained personnel, safe working environment, responsive to the needs of the community 5. Harmony and teamwork among hospital personnel In integrating strategic management and human resource management, the following steps should be undertaken: Assessment of the organizations environment and mission Formulating the organizations business strategy Identifying HR requirements based on the business strategy Comparing the current HR inventory with future strategic requirements Developing an HR strategy based on the difference between the current inventory and future requirements. 6. Implementing the appropriate HR practices to reinforce the business strategy and to attain competitive advantage. 1. 2. 3. 4. 5. 4. Your healthcare organization is pursuing a business strategy of differentiating its service product through providing excellent customer service. Discuss the HR metrics that your recommend that you recommend to reinforce this business strategy. Excellent customer service could be attained in our organization by continuing quality improvement study. We have designated Committees such as Quality Improvement (QI),

Emergency Preparedness, Patient Safety, and Medical Records. The Committee heads have been properly trained and all are reporting directly to the Office of the Medical Director on a regular basis. While we have established these aforementioned committees to support our quality objectives including a feedback form for client satisfaction or customer satisfaction, there is no specific committee handling evaluation and analysis of such feedback objectively. The Medical Center Chief directly handles any type of grievance, complaint and feedback with her open door policy. This provides an immediate remedy or solution to complaints aired by patient. However, without documented process or procedure including an analysis of the incident or complaint, preventive measures may be missed. Thus, we now recommend that to reinforce excellent customer service. To reinforce our business strategy, we recommend the following HR Metrics: 1. Training and Development- In our organization, mandatory training requirements should be given priorities since these are essential for our continuing operations as DOH accredited hospital. These among others include HIV training and refresher courses, Drug analyst training for our registered medical technologists. 2. Sound Recruitment hope to replace the politically influenced palakasan system in our workplace 3. Workforce Productivity Measurement of the ratio of peso spent to employee cost may be the best gauge to determine our rating in terms 4. Patient Satisfaction may be an indirect may of measuring employee satisfaction. Cheerful and happy contented hospital staff have a cheerful disposition at work . 5. In what sense are all health care executives human resources managers? How can executives best prepare to perform well in this HR functions. Health care executives are in a sense human resources managers because they are involved in selection and hiring of their subordinates, making job descriptions, determining the requirements and qualifications of his staff, developing employee skills, building teams, doing performance appraisals, identifying approaches to improve performance and customer service, and rewarding employees success . They should understand the human behaviors , work with employees effectively and be knowledgeable on various systems of motivating human workforce. These executives should also have an awareness of the economic, social and legal issues that may affect attainment of organizations strategic objectives. In order for an executive to perform well in his HR functions, he should do some extensive readings, attend relevant trainings, implement or apply good HR practices, set his key performance indicator, monitor his performance based on his set objectives . He should learn how to handle all sorts of feedback and develop plan to act on them for his continuing improvement.