Health Care Human Resources Management

Health Care Human Resources Management

While Anchor Hospital and Saint Mary’s Hospital are merging, reaching a stage where the staff members of both hospitals work together in harmony, and having effective results is the paramount priority. Amid the complicated process of merging two enterprises, HR takes the center in driving this transforming journey, and critical decisions must be made to help both enterprises’ employees achieve seamless integration. In this executive brief, the recommendations of HR advisory role leadership, the importance of strategic partnership with management, the outlook of the HRM model, and initial steps to forge productive relations with departmental managers will be highlighted.

A Relevant HR Trend to Consider

An HR trend that may be useful in the merger of Anchor Hospital and St. Mary’s Hospital is the “Employee Retention Strategies” aspect. Such a strategy becomes crucial because employee retention during mergers, especially if there is an organizational change, will ensure no interruption in the service provision and sustainability of operations. Strategy for employee retention not only allows retention of key personnel but also fosters a sense of stability and commitment among the workforce. Employee retention strategies are relevant in this merger since it has numerous advantages. Firstly, healthcare professionals are in high demand, and the need for more skilled employees may cause service disruption and thus hinder the integration process. Through employee retention, HR can mitigate the risk of talent drain and give room for a competent workforce to improve and prepare to meet the community’s ever-changing needs (1).

Next, mergers frequently cause the workforce to fall into a negative stasis, fearing their jobs will be downsized and their career paths will no longer be preserved. Though it is worth introducing retention elements like career development programs, varied mentor opportunities, and open and transparent communication channels, the staff is guaranteed their contributions to the organization, and a sense of belonging to the team is established. Ultimately, investing in employee retention not only safeguards institutional knowledge but also enhances organizational resilience and competitiveness in the healthcare market.

HR’s Primary Role(s) as a Strategic Corporate Partner in Merging

The overall role of HR as a collaborative strategic partner in melding the two workforces from Anchor Hospital and Saint Mary’s Hospital is multifaceted. Firstly, HR acts as an enabler of change, bringing the merging parties through the difficulties with the facilitation process whilst pushing for strategic goals. It mainly covers an in-depth review of the workforce and whether there are skills gaps, cultural differences, and assimilation troubles. HR is a core element in elaborating and implementing a comprehensive merger strategy that could involve employee management and affect culture alignment, communication, and engagement (2). Moreover, HR acts as a mediator and advocate for workers who have complaints, report problems, and ensure they have a sense of belonging during the transition process.

More importantly, HR serves as a functional center for generating a sense of organizational harmony through its capacity to manage human resources and development well. Serving as a critical strategic partner, HR liaises with executive leadership to determine the merged entity’s future work talents and devise strategies to attract, retain, and develop the top talent. This involves designing tailored training and development programs that will help in increasing employees’ proficiency levels, cross-functioned collaboration and leadership skills. By linking HR initiatives to business goals, HR promotes a culture of excellence and adaptability among diverse employees, ensuring quality patient care, innovation, and operational effectiveness. HR’s primary role as a corporate strategic partner ensures the merger’s success by maximizing human capital potential and fostering unity and resilience.

HRM Model That Would Effectively Steer the Joining of Each Organization’s Employees

Transitioning to one organization as Anchor Hospital and Saint Mary’s Hospital team up calls for an appropriate model of HRM. The “Integrated HRM Model” is the best alternative for merging HR service portfolios, policies, and practices into one standard approach. Combining HR processes, including employment, performance management, and employee development, the Integrated HRM Model guarantees business activities’ accuracy, fairness, and openness while merging (3). The most essential aspect of this model is that it serves as a means of harmonizing organizational language, culture, values, and systems that employees from the two organizations will adopt without much resistance. Overall, the Integrated HRM Model does an excellent job at merging organizations as it promotes synergy, efficiency, and engagement of employees as a shared organizational identity is formed.

Two Initial Steps to Develop an Effective Relationship between HR and Management

To implement a robust HR-management relationship and achieve its targets, HR should initiate two initiatives, fostering communication channels and conducting collaborative goal-setting sessions. Communication channels allow HR to understand what management desires, what their worries are, and in what direction to move to build constructive relationships along with trust and transparency (4). Using communication channels and feedback regularly means that HR can speak up about issues and challenges, align initiatives with already set goals, and provide timely support to management. Additionally, conducting collaborative goal-setting sessions makes it possible for the HR and management personnel to develop measurable goals and action plans, which they can use to monitor and evaluate the performance of both parties involved. Hence, all parties share a sense of ownership and accountability. This interactive method of work makes the relationship between HR and management stronger and ensures the alignment of HR strategies with the broader organizational agenda, ultimately driving sustainable business outcomes.

Conclusion

As Anchor Hospital and Saint Mary’s Hospital start the merger and integration, the role of HR emerges as pivotal in orchestrating a successful transition. Through grasping relevant trends and forthright partnerships, using the best HRM models, and chasing a proactive approach, HR can navigate the complexities of merging workforces with agility and foresight. Through collaborative efforts and a steadfast commitment to organizational synergy, HR will make the integration and lay the foundation for the cohesive, robust, and competent employee base ready to meet the underlying community needs.

Sources

Mohamad Mazlan, Mohd Rafiq, and Manimekalai Jambulingam. 2023. Challenges of Talent Retention: A Review of Literature. pp. 078–91. https://doi.org/10.47153/jbmr42.6302023.

Jordi Trullen, Anna Bos-Nehles, and Mireia Valverde. 2020. From Intended to Actual and Beyond: A Cross‐Disciplinary View of (Human Resource Management) Implementation. pp. 150–76. https://doi.org/10.1111/ijmr.12220.

James W. Westerman, Madasu Bhaskara Rao, Sita Vanka, and Manish Gupta. 2020. Sustainable Human Resource Management and the Triple Bottom Line: Multi-Stakeholder Strategies, Concepts, and Engagement. https://doi.org/10.1016/j.hrmr.2020.100742.

Ana Tkalac Verčič and Anja Špoljarić. 2020. Managing Internal Communication: How the Choice of Channels Affects Internal Communication Satisfaction. p. 101926, https://doi.org/10.1016/j.pubrev.2020.101926.

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Overview
Company mergers are very busy and challenging times for corporate leadership. The role that HR plays during a merger is often complex and far-reaching. In this assignment, you write an executive brief that considers aspects of how an HR department might prioritize and operate to support the union of two companies.

Preparation
How to Brief an Executive
There is no single correct way to brief an executive or other stakeholder. The final deliverable is your choice, but effective briefs have common elements; they should be clear, concise, relevant, well-structured, and provide decision-making information. Here are a couple of resources you may use to get started:

Health Care Human Resources Management

How to Brief an ExecutiveLinks to an external site.: A podcast from the Communications Guys.
How to Write a Formal Business Report (With Examples)Links to an external site.: Hints from Indeed.
Scenario
Imagine that Anchor Hospital, a 250-bed medical center, is merging with the similar-sized Saint Mary’s Hospital to better serve the needs of its metropolitan community. An administrative board has been formed to guide all aspects of the merger. They have asked all departments to submit an executive brief that states their roles, intended model of operations, and initial steps to build interdepartmental relationships.

The board’s primary concern for HR is how it will manage the merging of the workforce into a single, cohesive, and effective team. They want to understand HR’s primary role, guiding principles, and application of current practice. Specifically, they want your vision for the following:

– A merger-related current best practice or trend that is being successfully employed by HR departments.
– HR’s primary role in assimilating the workforces for the two hospitals.
– The HR management model is to be followed.
– How to foster relationships between HR and department managers.
Instructions