Human Resource Management and Talent Development

Student’s name:

Developing an effective human resource strategy that is in line withshort and long term goals is becoming increasingly difficult to mostorganizations today. Even with the high unemployment levels in mostcountries, employers are still experiencing shortages of the skilledpersonnel to fill vital positions. Moreover, employee’s involvementis at its lowest level exposing the organizations to the risk oflosing critical talent. Hence, employee’s retention should be givenpriority for effective talent development that upholds theorganization’s human resource management strategies and overallcorporate goals. This paper aims at analyzing strategies andtechniques necessary for human resource management, talentdevelopment as well as employee recruitment and retention. In itsanalysis, the study will take into consideration human resourcemanagement and talent development of Boston children Hospital.

Evidence-based best practices for human resource management

Human resource department is tasked with developing variousstrategies destined to maximize employees’ performance in line withthe attainment of organization’s goals. Boston children hospital’shuman resource management has incorporated various programs andpolicies that boost its employees’ performance (Guest, 2011). Theseprograms include employees’ training which upholds workers’skills and experience in medical field. On top that, the trainingprogram incorporates cultural training to help the employeesappreciate the diversity of various aspects since Boston Hospital isa multinational organization. For this reason, the hospital employsstaff from diverse cultural backgrounds. Additionally, mentoringprograms which are carried out by experienced personnel hired by thecompany helps employees to balance their family and work commitment(Boston Children Hospital, 2016). The program offers guidelines invarious aspects of life affecting workers such as stress management.Also, Boston children hospital has integrated management trainingprograms which help in sharpening leadership skills. It gives anopportunity to its employees to advance through different leadershipranks of the hospital as well as enabling diversification inleadership competencies.

Best practices and expectations for accountability in humanresource management and talent development in health careorganizations

Hiring experienced and qualified personnel as well as engaging andretaining healthcare personnel, increases their morale as well asboosting the efficiency of health institutions. In healthcare, thecapability to quickly screen and recruit medical experts hasdifferent effects on the patients’ wellness. Consequently, thehuman resource management should devise the best strategies toincrease the accountability of healthcare. The following are some ofthe recommended practices that boost accountability in human resourcemanagement. First of all, organization should attract the rightworkers in healthcare delivery. The Internet has simplified jobhunting whereby potential individuals can find and compare employmentopportunities. Hence, healthcare institutions should advertisevarious posts in their websites to find the prospective staff(Dickmann, Brewster, &amp Sparrow, 2016). Secondly, human resourcemanagement should integrate new workers into the company, preparingthem for their roles as well as engaging them fully thus enhancingtheir productivity within the healthcare framework. Thirdly, inretaining existing workers, hospital incorporates various strategiesto maintain its existing employees. Studies show that it costs over$40,000 to hire and train a new nurse. Employee’s turnover can beminimized by increasing job satisfaction amongst the employees. Forinstance, Boston hospital offers benefits such as lunch, transportand insurance policies (ASHHRA, 2011). Moreover, the hospital hasintegrated flexible working hours and diversification of tasks whichnot only increase job satisfaction but boost employees’productivity.

Leadership strategies to achieve organizational human resourcesgoals and challenge the status quo

To attain organization’s human resource goals and challenge thestatus quo, the following leadership strategies are recommended:Positioning of HR team, this is done by engaging them in seminars andmeetings that offer guidelines regarding human resource aspects.Another critical master plan involves discovering of patterns andopportunities in which the human resource director designs businessmodels as well as networking with other leaders of otherorganizations. This allows them to learn new strategies as well asenhancing their area of responsibility. Developing and nurturing of apreferred culture is also an important strategy. Human researchmanagers should encourage a culture of high performance as well ascreate an arena of involving other employees in decision making.Also, matching jobs and individuals is a critical leadership strategythat boosts organization’s performance. The leader should findpeople whose strengths match the traits required for the job position(Madden, 2011). Moreover, organizations should create goals withpurpose. This is done by accommodating global aspects in theorganization’s goals. Goals determine the future of theorganization, hence including diversification in goals creationfoster organization performance.

Interventions that promote collaboration and goal attainment

Collaboration is an essential aspect of every organization since itpromotes team spirit which boosts goal achievement. Several waysuphold collaboration and goal attainment in the organization. Tostart with, the creation of teams and assigning targets in theworkplace increases employees’ productivity which boostscollaboration and goal attainment. Also, encouraging communicationamong employees is an essential aspect of goal achievement. Itfurther increases workers’ collaboration since they can consulteach other freely on various aspects of the organization (Browning,2011). Moreover, involving employees in decision making increases thesense of belonging to workers as they feel that they are part of theorganization. In return, it creates a positive job atmosphere thatfosters goals achievement and collaboration.

How professionalism impact effective talent development andemployee retention.

Team development is the procedure of transforming an organization,its workers as well as its other stakeholders, using a plannedstrategy to attain and uphold the organization’s competitiveadvantage. On the other hand, employee retention is the potential ofthe organization to retain its workers. The leader uses theirprofessionalism to devise various strategies that boost talentdevelopment as well as employee retention. For instance, successfulleader develops a culture of inclusion where employee’s ideas areaccommodated since they believe excellent ideas come from anyone.Moreover, by encouraging a culture that promotes participation, theseleaders establish a wider arena for creative thinking. Additionally,leaders incorporate ways of appreciation through compensations andbenefits (Dessler, 2012). Giving employee things like bonus programs,pensions and health plans, competitive salaries and paid time offincreases job satisfaction and encourages staff retention. Also,effective leaders take actions when necessary, that is, these leadersrequest the management to integrate training in various aspects ofthe organization which fosters talent development of the workers.

Explain how professionalism helps an organization achieveestablished goals and challenge the status quo.

Professionalism refers to the qualities and behaviors thatreflect a particular professional. For instance, in healthcareframework, professionalism is demonstrated in working towardsestablished principles and standards, conforming to ethical and moralstandards. Professionalism assists an organization in the attainmentof set goals and challenges the status quo. For instance,professionals possess specialized knowledge in a particular field,hence demonstrates experience while executing their roles in theorganization which boosts efficiency and productivity. Moreover,professionals demonstrate competency and commitment in the assignedroles which fosters reliable. Fulfilling promises to the clientsresults increased sales. Moreover, professionalism encouragesflexibility in the organization. In today’s world, things keep onevolving due to globalization firms keep on establishing branches inother nations as well as integrating new products and services andtechnology. Hence, professionals help the organization to accommodatechange which leads to goal attainment.

Conclusion

Organizations with weak human resource management team can becompared to vehicles with no engine. This is an important departmentwithin any organization and ought to be treated with utmost care.Health care institutions should aim at obtaining the best experts forthis department to ensure delivery of high-quality services.

References

ASHHRA,(2011). Attracting, Onboarding and Retaining Employees within theHealth Care

Industry. Naylornetwork.com. Retrieved 6 November 2016,from

Browning, H. (2011). Collaborative Healthcare Leadership.Centre

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Dickmann,M.,Brewster,C. &amp Sparrow, P. ( 2016) International Humanresource: Contemporary

HRissues, Routledge

BostonChildren Hospital. (2016). Boston Children`s Hospital Reviews.Glassdoor. Retrieved 18

October 2016, fromhttps://www.glassdoor.com/Reviews/Boston-Children-s-Hospital-Reviews-E18645.htm

Dessler,G.(2012) Human resource Management ,Pearson publishers.Retrieved from:

http://www.gbv.de/dms/zbw/784017972.pdf

Guest,D. E. (2011). Human resource management and performance: stillsearching for some

Answers.&nbspHumanResource Management Journal,&nbsp21(1), 3-13.

Madden,M. (2011). Top 8 Practices of Effective Healthcare Leaders. B.E. Smith. Retrieved 6

November 2016, fromhttps://www.besmith.com/thought-leadership/career-management/top-8-practices-effective-healthcare-leaders