Week 4 Assignment - Health Care Human Resources Management ✓ Solved

Week 4 Assignment - Health Care Human Resources Management

Company mergers are busy and challenging times for corporate leadership. The role that HR plays during a merger is 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.

Imagine that Anchor Hospital, a 250-bed medical center, is merging with Saint Mary’s Hospital to better serve their 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 workforces 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 to be followed. How to foster relationships between HR and department managers.

Instructions: Write a 3–4-page executive brief that addresses the following merger-related items: Recommend a relevant HR trend or practice that would be useful to consider as part of this merger. Justify your recommendation. Analyze HR’s primary role(s) as a strategic corporate partner in merging the workforces of the organizations. Recommend an HRM model that would effectively steer the joining of each organization's employees into a single, cohesive workforce. Justify your recommendation. Recommend two initial steps that HR should initiate to develop an effective relationship between HR and management. Justify your recommendation.

Resources: Use four sources to support your writing. Choose sources that are credible, relevant, and appropriate. Cite each source listed on your source page at least one time within your assignment.

Paper For Above Instructions

The merger between Anchor Hospital and Saint Mary’s Hospital represents a significant milestone in enhancing healthcare delivery within their metropolitan community. As these two organizations unify their operations, the role of Human Resources (HR) becomes paramount in ensuring that the integration of their workforces is executed efficiently and effectively. This executive brief will address key aspects of this integration, focusing on an HR trend relevant to mergers, defining HR’s primary roles, recommending an appropriate HR management model, and suggesting initial steps for fostering relationships between HR and management.

Relevant HR Trend or Practice

A critical HR trend that can be leveraged during this merger is the implementation of digital tools and analytics for workforce integration. Many organizations today utilize sophisticated Human Resource Information Systems (HRIS) and analytics platforms to streamline the onboarding process, manage employee data, and enhance communication across departments. This trend not only facilitates the seamless integration of employees from both hospitals but also ensures that HR can make data-driven decisions that enhance organizational performance (Hewitt & Cleary, 2019).

The justification for this recommendation lies in the necessity of maintaining clear communication and cohesive integration practices during a merger. Digital HR tools can significantly reduce the time taken to align employee policies, roles, and responsibilities, thereby minimizing disruption to operations during the transition period (Kumar, 2021). Moreover, data analytics can provide valuable insights into employee engagement, performance metrics, and potential areas of conflict that may arise during the merger, allowing HR to proactively address these issues.

HR's Primary Roles as a Strategic Corporate Partner

HR’s primary roles during this merger can be outlined in three key areas: talent management, organizational culture alignment, and change management. First, talent management involves assessing the existing skills and capabilities of employees from both hospitals to form a complete picture of the available talent pool. This assessment will not only ensure that the right people are in the right positions but will also identify gaps that need to be addressed post-merger (Lawler, 2020).

Second, aligning organizational culture is essential for achieving a unified operational ethos post-merger. HR must facilitate discussions and workshops that bring together employees from both organizations to identify shared values and norms, thereby fostering a sense of belonging and collective identity (Smith, 2022). This approach directly impacts employee morale and productivity, which are critical during times of change.

The third role is change management, where HR acts as a facilitator in guiding employees through the transition period. This includes promoting transparency about the merger process, addressing employee concerns, and providing support through training and development initiatives that exemplify the new organizational goals and culture.

Recommended HRM Model

The recommended HR management model to steer the joining of Anchor Hospital and Saint Mary’s Hospital employees is the High-Performance Work System (HPWS). This model focuses on creating an environment that encourages employee participation, fosters innovation, and drives performance through collaborative practices. HPWS is particularly effective in mergers because it emphasizes employee involvement in decision-making processes, thus enhancing their commitment to the new organizational goals (Guerci et al., 2020).

Justification for this model comes from its proven success in environments characterized by significant organizational change. By leveraging HPWS principles, HR can cultivate a shared purpose among employees, creating a cohesive workforce that is motivated to work towards common objectives (Brewster et al., 2021). Such an approach would be beneficial in ensuring the success of this merger by aligning employee aspirations with the organizational vision.

Initial Steps to Develop an Effective Relationship between HR and Management

The first initial step HR should initiate is to conduct a joint planning session with department managers from both hospitals. This session should focus on outlining the integration goals, identifying potential challenges, and establishing communication channels between HR and departmental leaders. This collaborative effort would ensure that department managers feel valued and included in the merger process and will help build trust, which is essential for a successful integration (Cascio, 2021).

Secondly, HR should implement regular feedback mechanisms to gauge employee sentiment and departmental dynamics as the merger progresses. Surveys, focus groups, and one-on-one discussions can be invaluable tools for understanding the concerns and expectations of employees, which will help HR and management address these issues swiftly and effectively. This proactive approach not only facilitates open communication but also reassures employees that their input is valued during this transition (Kaufman & Broughton, 2022).

Conclusion

The merger of Anchor Hospital and Saint Mary’s Hospital presents a unique opportunity for both organizations to enhance healthcare delivery in their community. By leveraging digital tools for HR processes, acknowledging HR’s strategic roles in talent management, cultural alignment, and change management, adopting a High-Performance Work System model, and prioritizing initial steps to build collaborative relationships with management, HR can effectively drive the success of this merger. Such a well-structured approach will ensure a smooth transition and foster a cohesive and effective workforce ready to meet the challenges of the future.

References

• Brewster, C., Chung, C., & Sparrow, P. (2021). Globalizing Human Resource Management. Routledge.
• Cascio, W. F. (2021). Managing Human Resources. McGraw-Hill Education.
• Guerci, M., Radaelli, G., & Guglielmetti, M. (2020). Exploring the Role of Human Resource Management in Organizational Change. The International Journal of Human Resource Management, 31(9), 1223-1245.
• Hewitt, A., & Cleary, M. (2019). The Digital Transformation of Human Resources. Harvard Business Review.
• Kaufman, B. E., & Broughton, A. (2022). The Role of Employee Feedback in Organizational Change: Insights and Applied Strategies. Industrial Relations Research Association.
• Kumar, K. (2021). Digital Transformation in HR: Opportunities and Challenges in the New Era. Journal of Human Resources Management, 9(2), 15-28.
• Lawler, E. E. (2020). Talent: Making People Your Competitive Advantage. Berrett-Koehler Publishers.
• Smith, J. (2022). The Importance of Organizational Culture in Mergers and Acquisitions: A HR Perspective. Journal of Business Strategy, 43(7), 167-176.