The human resource department acts as a link between the healthcare facility department, its strategies, and goals. Human resource plays a vital role in strategic planning. An organization need to create a robust human resource department to address the employee’s issues. This department creates a superior resource for management. A human resource strategic plan should incorporate frameworks, case stories and tools to motivate the employees. The HR managers in the healthcare sector play a critical role in ensuring quality health care is offered to the patients. Their role includes recruiting and hiring, selecting compensation and benefits and ensuring there is employee engagement.
HR Overall Strategic Focus
A strong HR department is formed from thousands of experiences from the products, services and systems created by people. Employees from any organization act as a strategic driving force and should be treated as a core element in the organization's design. The organization human resource strategic plan would include recruitment process, compensation systems, training and leadership, measurements and analytics. For an organization to be successful, it needs to attract the right people and ensure that the employees understand its core values, mission and vision. Employees should be focused on aiming at improving themselves and the organization ( Gusain, 2017) . Using this strategic plan, the organization would retain perfect employees who have passion for the role they play. Despite employees recruitment being excellent, not everyone can fit in the organization and represent its core business. The organization's mission, therefore, spells out what is required of every employee.
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Talent Acquisition
For a good human resource strategic plan, talent acquisition remains constant as it keeps changing to meet the task force demands. Due to the high competitions in many organizations, especially the healthcare sector, the organizations try to recruit and retain talented employees to grow and become innovative. If an organization hires average and inadequate employees, it may end up with high turnover rates, mostly due to ineffective recruiting. Therefore, if the healthcare facility hires an individual who is not fit for the advertised position, it may lose the organization's money, resources, and time. The human resource talent acquisition strategy should be focused on the organization's recruitment strategy and programs that would result in the right applicants who possess the required skills in the vacant position, which would, in turn, fill the talent shortages in the organization with the help of staffing agencies ( Gusain, 2017) . Many staffing agencies around the world can connect the organization with highly skilled and competent employees and which in turn the organization would result in retaining the employees. These talented employees would get either temporary or permanent employment and fill the talent shortages in the organization.
As far as talent acquisition is concerned, an organization aims to get the best talent and retain them and always be their employees. In many organizations, this may seem like a hard task, and therefore they would come up with an appropriate plan and make sure that the plan aligns with the organization's objective. The talent acquisition strategy is tailored to the organization's future goals. This determines how the organization would operate, expand in future and recruit new employees.
For better talent acquisition, it is imperative to use marketing skills and data. The HR strategic plan may be drafted in a way that persuades potential employees to join the organization. The HR department may be required to partner with the Marketing department in order to refine the job description. Therefore, the organization would be required to strengthen its relationship with people who are focused on the good of the organization. Creating a strong brand awareness would contribute to attracting the best talent.
The most important step that the organization should concentrate on in talent acquisition should be internal sourcing, making the employees work extra hard since they are assured that they would be promoted. This strategy does not only saves the organization recruitment fee and time spent searching for new talented employees, but it also improves loyalty among the present employees. The healthcare facility may benefit hugely by promoting their employees since they are familiar with the organization's operations and would, in turn, feel motivated. Since the HR departments are always busy trying to fill the employment gaps in the organization, they should first focus on the most available and practical resources. Recruiting and retaining the right talent have an impact on an organization's financial performance. In most cases, talented employees are paid highly. Talented employees can remain in the organization for a long period if they are assured of their jobs and see the organization growing.
Employee Engagement
A healthcare organization needs to involve its employees like nurses in all the matters that affect them. High levels of employee engagements result in a significant organizational outcome. The imperative forms of employee engagements included in a HR plan are emotional, physical and cognitive engagement. Through employee engagement, the organization can see the low performing units that they would focus on and the high performing units they would take lessons from. This would enable the organization's staff to come up with strategies that would address the issues that arise. With the help of its employees, the organization would come up with solutions, and the employees would be given an opportunity to make their suggestions ( Matthews, 2018) . This strategy would generate measurable outcomes which would be used to spell out and sustain the strategy in future. When the employees are engaged, they become productive and committed to the organization in the long term.
An engaged employee is enthusiastic toward their organization, especially the position they hold. These employees may end up being productive, and they would enjoy their presence in the organization. Engaging employees is important since it makes them loyal and contented to stay in the organization for long. The HR department should incorporate strategies that would make the employees feel motivated, like benefits and time off. Offering the employees a health insurance cover is an imperative strategy that would attract the employees and retain them due to this decent package ( Matthews, 2018) . The employees may not demand huge benefits, but the small critical benefits would make them contented.
Internal communication strategies may help to improve the employee’s engagement and retention. This strategy promotes transparency between the staff members and would, in turn, contribute to building positive communication, which builds value between the senior and junior employees. Employee’s recognition contributes to the creation of positivity between the employees since their performance and contribution is rewarded ( Morton et al., 2018) . The HR department should initiate strategies to assess the employee’s attitude, which can be done through the formation of focus groups. This would recognize the employees that would be retained in the organization. The other strategy an organization can use to win the employees is offering them flexible telecommunication. This strategy is appropriate in communicating with the employees and therefore contributes to retaining them.
Compensation and Benefits
An organization is required to come up with a strategy that defines how employees are paid and how their benefits are viewed and managed. This strategy guides the human resource department and should be written down in a document articulating how the employees are paid and compensated. A perfect compensation strategy is used in attracting new skilled employees and can also be used to motivate the employees. This strategy should dictate the approach used to allocate compensation, salary, and benefits to the employees. This plan would determine how much is used to cater to the employees’ wages and how much is set aside to cater for employee benefits ( Heric, 2018) . The organization should also develop a pay range to enhance competition with the other organizations. Benchmarking in the organization is imperative in creating pay structures and enhancing competition.
Employees should be treated as the most valuable assets in the organization. Their efforts make the organization productive. The human resource department should come up with the best compensation and benefits packages that favour and motivate the employees. The human resource officers are responsible for determining the minimum wage to be rewarded to the employee, benchmarking and comparing how their competitors reward their employees and compare the employees’ wages with the current economic situations. An organization can retain its employees by evaluating market conditions based on the rewards given to the employees like bonuses and salaries ( Zeb et al., 2018) . The human resource officers may have a challenging task in collecting and compiling data on the current market trends, but this can only be achieved if experienced professionals are involved in the data collection process.
Employee’s motivation and retention are aided by fair compensation. The human resource departments are obliged to ensure fairness and equity in the compensation of the employees. Offering the employees the right pay is one of the ways to attract skilled talents. The human resource department must ensure there is a balance in the organization's profit margin and budget. The human resource should keep track of pay raises and establish merit standards ( Laundon et al., 2019) . There are two ways in which the employees can be motivated. These are primary compensation which is in the form of salaries paid at the end of the month and performance-based compensation.
For organizations to retain their employees and be productive, they should protect them and implement an internal complaint procedure. This would make the employees loyal to the organization since they are aware there is a communication channel at their disposal if the direct door policy does not bear any fruits. This would also ensure that the employee is given the attention they deserve from the management.
Legal Compliance
There are many legal regulations regarding employee relationships that the human resource personnel must know and understand to avoid incurring hefty fines and penalties that would tarnish the organization's reputation. The human resource department should conduct audits to detect any legal flaws within the organization and develop a strategy to address the flaws. The HR department should take affirmative actions and formulate them and ensure the organization is on par with federal contract compliance. The department must conduct investigations before the situation becomes problematic, which could lead to harassments. The human resource department should also develop a manual that ensures compliance with the ever-changing laws ( Van Rooij, 2020) . The department can also use a computerized approach to track the employee’s records and keep a record in a computer that summarizes the documents kept and where to keep them, the period the documents should be kept and the approach that would be used to forecast the anticipated trends.
HR legal compliance is the organization's commitment to adhere to the working standards established by labour law. This compliance has a huge impact on the organization policies, system and documentation. This compliance states that the employees must receive what is agreed up in the employment contract. Understanding the organization's strategic priorities plays an important role since an employee understands how the legal compliance may affect their decisions in future. The HR objectives should be aimed at supporting the organization's strategy while taking into consideration various scenario and legal compliance implications.
Regardless of where an organization is located, it must abide by employment law, rules and regulations. To accomplish this objective, the HR department must adopt a proactive approach to ensure that the organization meets the legal requirements. This implies that the organization must be responsible for their employee’s health and safety requirements on a daily basis. It also ensures that the employees receive their statutory and contractual workplace entitlements ( Bohinská, 2018) . This mostly includes; following free and fair recruitment policies, addressing workplace discrimination and assuring the employees they would be paid their salaries owed by the organization.
Most organizations nowadays focus on recruiting highly skilled and talented employees in the field of human resource. The HR officials are required to have a good understanding of the employment laws and be aware of the legal requirements that would affect the organization at any given time. This makes the HR roles to be very critical for any organization.
HR Effective Measurement
The most appropriate way to examine the progression of the HR department is by comparing how the HR officials rate their work and the components of the HR effectiveness like the amount of time spent in the strategic partner and provide a comprehensive information system. An organization can collect the HR official’s efficiency, impact and effectiveness to determine the progression of the organization ( Lawler & Boudreau, 2020) . Efficiency is the amount of resources used by the officials such as the cost of hire spent in the recruitment program. Effectiveness is the results of the HR activities like recruiting and training. The impact is the results that arise as a result of HR undertakings. The higher the level of correlation, the higher the measuring feature and outcome measure. The effectiveness of each outcome is linked to the effectiveness of the HR officials ( Boon et al., 2019) . Therefore it is important to recognize the contributions made by the HR department, which makes the organization productive.
References
Boon, C., Den Hartog, D. N., & Lepak, D. P. (2019). A systematic review of human resource management systems and their measurement. Journal of Management, 45(6), 2498-2537.
Bohinská, A. (2018). The human resource manager's responsibility is to create a legal compliance and ethics culture in an organization. Journal of Human Resource Management, 21(2), 8-15.
Gusain, N. (2017). Talent acquisition vs development: With a focus on leadership development programs.
Heric, M. (2018). HR new digital mandate. Digital technologies have become essential for HR to engage top talent and add value to the business. Retrieved August 20, 2019.
Laundon, M., Cathcart, A., & McDonald, P. (2019). Just benefits? Employee benefits and organizational justice. Employee Relations: The International Journal.
Lawler, E., & Boudreau, J. W. (2020). HR Analytics and Metrics Effectiveness. In Achieving Excellence in Human Resources Management (pp. 75-82). Stanford University Press.
Matthews, G. (2018). Employee engagement: what’s your strategy?. Strategic HR Review.
Morton, S., Michaelides, R., Roca, T., & Wagner, H. (2018). Increasing employee engagement in organizational citizenship behaviours within continuous improvement programs in manufacturing: The HR link. IEEE Transactions on Engineering Management, 66(4), 650-662.
Van Rooij, B. (2020). Do people know the law? Empirical evidence about legal knowledge and its implications for compliance. Van Rooij, B.(2021 (Forthcoming)). Do people know the law?
Zeb, A., Sultan, F., Hussain, K., Javaid, M., Abbas, Z., & Imran, M. (2018). The influence of compensation and benefits and employees’ involvement on employees’ outcomes-evidence from PTCL. International Journal of Research and Review, 5(11), 98-103.
