Strategic Human Resource Management
Strategic human resource management plays a great role in helping organizations meet employees' needs and the company goals. It links the HR components for instance; compensation, hiring and employee satisfaction and entails working with the employees collaboratively to reduce turnover, improve the work experience and ensure maximum benefit for the employees and the company (Cascio, 2015). The HR departments in an organization thus need to work interactively, clearly understand their goals and work towards the creation of strategies that aligns with the organizational objectives.
Organizational Goals of VA Medical Facility
The organizational goals of VA medical facility largely support the mission, visions and value statements. The company intends to reduce the waiting time in the delivery and distribution of products, rate, and instances of complain from the clients and also reduce the response time. The past goals were mostly focused on employee retention, recruiting talented employees and increasing productivity. The organizational goals support the mission vision and values in that they are all aimed at delivering value, ensuring good customer service, improvement of the delivery system and the management of the human capital to make the firm better.
Structure of VA Medical Facility
The structure of VA medical facility greatly supports the company's strategic plan, decision making, the engagement of the employees, employees' satisfaction, communication, interaction among departments and customer service. In this, the organization has managed to modernize all its operations through the presidential executive order. Use of high technology has increased efficiency in the delivery of services and eased coordination. Technology has also aided in the improvement of governance and organization internally, communication and also customers are able to get instant feedback. The structure of the organization also supports communication in that the employees in the lower level are able to pass information to the division manager or the project manager so that their concerns can reach the president. The modernization efforts in the organization have thus to a great extent assisted in the coordination of all operations and hence a smooth flow of activities in the firm which supports the strategic goals.
Gaps in Talent, Employee Diversity, and Leadership Skills
There exist some gaps in the talent, employee diversity and the leadership skills in the organization. This is due to the fact that the firm has a wide range of employees endowed with different skills to assist them in handling different tasks. Being a healthcare facility, there are members of staff in different departments to offer the required services and them who include; doctors, nurses, guards and the cooks among others. The different employees perform the roles which match their skills and talent and as a result of this, their compensation differs. The employees also have a different level of education. The reward system that is; incentives and advancement depend on how a worker delivers (Shields et al., 2015). According to the system, workers receive compensation depending on their level of service. Some workers thus receive awards while others do not and this depends on their level of skills and productivity.
Areas for Improvement in the Organization
From the information offered, one of the areas that require further improvement in the organization is in the training of the employees. In this, the organization needs to focus on regular training of the employees. Training will aid in ensuring that the employees left in the organization gain the necessary knowledge and skills needed to fill the positions of the retiring experienced employees (Kaufman, 2015). The other area that needs improvement in the organization is in the updating of the products and services. In this, the organization should ensure regular updating of its products and the services that it offers so that the clients can be aware of any changes. Lastly, the organization needs to improve the strategies for ensuring employee motivation and satisfaction. The employee feedback is very low as compared to the customers' feedback. There is a need for the organization to work towards having a better relationship with the employees so that they can be in a position to deliver their services effectively. Employees' satisfaction is imperative in the attainment of the set goals in a company and their role in the delivery of services critical to a business success.
Conclusion
To sum it up, strategic HRM is imperative in many organizations that focus on service and product delivery to their clients. It focuses on the attraction, development, rewarding as well as the retaining of the employees in the organization to maximize benefit to individual employees and the organization at large. Through strategic HRM, an organization is able to make use of the opportunities available and talent in the HR department which increases the effectiveness of other departments and the organization at large. It is thus important for VA medical facility to have a strategic HRM plan that links the goals of HR and those of the organization at large to ensure a smooth flow of business operations.
References
Cascio, W. F. (2015). Strategic HRM: Too important for an insular approach. Human Resource Management, 54(3), 423-426.
Kaufman, B. E. (2015). Evolution of strategic HRM as seen through two founding books: A 30th anniversary perspective on the development of the field. Human Resource Management, 54(3), 389-407.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... " Plimmer, G. (2015). Managing Employee Performance " Reward: Concepts, Practices, Strategies. Cambridge University Press.
