The paper "Interview of HR General Manager of the Organization" is a wonderful example of an assignment on human resources. The primary concern that currently plagues the Armidale Hospital in Australia relates to the problem of personnel finding and management in light of the fact that there is an increasing shortfall of staff when it comes to hospitals around the world. The trade-off that most healthcare institutions have to make at present is to do with the price of healthcare vis-à -vis growing costs associated with hiring trained workers. Again if RNs are not hired there does a problem of quality have to suffer which is bad news for the organization in the long run as well. A satisfied human resource is valuable and has no alternative.
Human beings’ needs are dynamic and therefore to satisfy those the health care organization has to be dynamically thinking. Only then our most important customer, the patient, can get his just need to be fulfilled. Employee's growth and development should be the result of both the employer’ s responsibility and the employee’ s initiative. In spite of providing all the help and resources if certain human resources can’ t be molded to fit into the organization’ s needs, the organization should not hesitate to leave them behind. As organizations utilize strategic human resource management, practices targeted at the increase of employee retention and performance, management scholars continue to investigate both the discrete and the combined effects of human resource management on these organizational outcomes (Wright and Snell, 1998).
One such HRM function that continues to receive considerable attention is compensation. While an organization’ s compensation strategy has in general been found to predict organizational performance research is suggestive of the fact that an organization’ s ability to attract, motivate and retain employees while simultaneously increasing performance through its compensation policies is contingent on a myriad of contextual factors (Brown, Sturman and Simmering, 2003).
In industries such as healthcare, the availability and variability of desirable employee skill sets and competencies demanded by jobs requires a flexible compensation strategy that is able to address both performance and bottom-line cost issues.