Analyze what is  actives and client human resource management and organizational development strategies as outlined in the Weekly learning content. Active human resource management (HRM) or workforce management is considered by some researchers to be the single most important factor a acting organizational performance, or at least as important as financial and operational issues.

Assignment Question

The aim of this assessment is to give students the opportunity to analyze what is  actives and client human resource management and organizational development strategies as outlined in the Weekly learning content. Active human resource management (HRM) or workforce management is considered by some researchers to be the single most important factor a acting organizational performance, or at least as important as financial and operational issues. It appears to be particularly important in knowledge-based organizations specializing in very complex or high-quality products such as health organizations. Additional resources attached below. Document 1 and 2: HRIS Data from comparable Rural and Metropolitan Hospitals to compare and contrast. Document 3: Letter to the Hospital Executive from the Nursing Union surrounding working conditions, patient safety concerns and planned strike action. Document 4: Minutes from a recent Town Hall meeting. Document 5: Challenges Paper from the LHDs Workforce Recruitment and Retention Sub-Committee. Budget with break even analysis: Note: this example is a detailed budget, for Assessment 3 you only need focus budget for the 3 to 5 workforce issues budget for your proposed solutions. Please don’t hesitate to contact me if you need any additional information or resources.


Assignment Answer


This paper is dedicated to the comprehensive analysis of effective and efficient human resource management (HRM) and organizational development strategies, with a particular focus on their impact on organizational performance in the healthcare sector. Often regarded as one of the most critical factors influencing organizational success, HRM’s significance parallels that of financial and operational considerations, especially in knowledge-based organizations dealing with complex or high-quality products. Leveraging resources such as HRIS data, official letters, meeting minutes, and a challenges paper, we aim to compare and contrast workforce management in rural and metropolitan hospitals, address concerns raised by the Nursing Union, and propose viable solutions within budget constraints.


Human Resource Management (HRM) stands as a cornerstone in influencing organizational performance. In healthcare, where the complexity of services and the quality of patient care are paramount, effective HRM becomes even more critical. To delve into the nuances of HRM in healthcare, we will scrutinize various documents, including HRIS data, official letters, minutes from meetings, and a comprehensive challenges paper. By doing so, we aim to gain valuable insights into the intricacies of workforce management in healthcare organizations.

Comparative Analysis of HRIS Data

The Human Resource Information System (HRIS) data obtained from comparable rural and metropolitan hospitals serves as a valuable resource for understanding the existing workforce dynamics. Let’s explore specific examples to illustrate the comparative analysis.

Example 1: Employee Turnover Trends

Analyzing the HRIS data unveils intriguing patterns in employee turnover, which can be pivotal in identifying factors contributing to attrition. For instance, in a rural hospital setting, the turnover rate might be influenced by the lack of specialized training programs or limited career advancement opportunities. On the contrary, a metropolitan hospital may face turnover challenges due to high levels of job stress and burnout. Understanding these trends is crucial for implementing targeted retention strategies tailored to each setting’s specific needs.

Example 2: Skill Sets and Training Programs

The skill sets of healthcare professionals are instrumental in delivering high-quality patient care. Examining the HRIS data may reveal disparities in skill sets and training programs between rural and metropolitan hospitals. In a rural hospital, there might be a shortage of professionals with specialized skills, leading to a higher reliance on generalists. Conversely, a metropolitan hospital may have a more diverse skill pool but struggle with keeping up with rapidly advancing medical technologies. Identifying these gaps allows for the development of strategies to enhance the capabilities of the workforce.

Addressing Concerns Raised by the Nursing Union

Document 3, a letter from the Nursing Union highlighting working conditions, patient safety concerns, and planned strike action, serves as a critical point of analysis. Let’s explore the concerns raised and propose HRM strategies to address these issues, fostering a more positive work environment.

Example 3: Working Conditions and Patient Safety

Improving working conditions and ensuring patient safety are central to enhancing organizational performance in healthcare. In the context of the Nursing Union’s concerns, specific examples could include instances of nurse overwork due to understaffing, leading to fatigue and compromised patient care. Implementing HRM interventions in this scenario might involve restructuring shifts, hiring additional staff, or providing wellness programs to address burnout.

Example 4: Mitigating Strike Action

Understanding the reasons behind planned strike actions is crucial for developing preventive measures. For instance, if the Nursing Union expresses dissatisfaction with the lack of communication channels, HRM strategies may involve establishing regular forums for open dialogue between management and staff. Additionally, addressing core issues, such as inadequate compensation or unrealistic workload expectations, is vital to mitigating the risk of strikes.


Stakeholder Involvement: Insights from Town Hall Meetings

Document 4, minutes from a recent Town Hall meeting, provides insights into stakeholder perspectives and concerns. In this section, we will analyze the minutes, identifying key takeaways that can inform HRM strategies for organizational development.

Example 5: Employee Engagement and Feedback

Effective HRM involves fostering employee engagement and incorporating feedback from stakeholders. Let’s consider an example where the Town Hall meeting minutes reveal concerns about a lack of recognition for outstanding performance. HRM strategies to address this could include implementing employee recognition programs, acknowledging achievements publicly, and involving employees in decision-making processes to enhance overall engagement.

Example 6: Addressing Concerns Proactively

The minutes may highlight emerging challenges that, if unaddressed, could escalate into major issues. Suppose employees express concerns about the impending implementation of a new scheduling system. In this case, proactive HRM strategies may involve conducting workshops to familiarize employees with the changes, addressing concerns, and ensuring a smooth transition.

Workforce Recruitment and Retention Strategies

Document 5, the Challenges Paper from the Local Health Districts (LHDs) Workforce Recruitment and Retention Sub-Committee, offers a comprehensive overview of challenges faced in workforce management. This section will explore the identified challenges and propose innovative HRM strategies to attract and retain a skilled healthcare workforce.

Example 7: Targeted Recruitment Efforts

If the Challenges Paper identifies a shortage of specialized skills, HRM strategies could include targeted recruitment efforts. For instance, collaborating with educational institutions to design programs that align with the organization’s needs or offering incentives for professionals with in-demand skills can be effective.

Example 8: Employee Development Programs

To address challenges related to employee retention, HRM strategies may involve implementing comprehensive employee development programs. This could include ongoing training, mentorship opportunities, and career advancement pathways tailored to individual aspirations and organizational needs.

Budgeting for Workforce Solutions

In alignment with the provided budget with break-even analysis, this section will focus on budgeting for three to five workforce issues and propose feasible solutions within the specified financial constraints. It emphasizes the importance of cost-effective HRM strategies in achieving organizational goals.

Example 9: Prioritizing Critical Needs

Suppose the budget analysis reveals limited resources. In that case, HRM strategies should prioritize critical workforce needs. For example, if the analysis highlights a pressing need for updated medical equipment, allocating resources to this area ensures that the organization can maintain high standards of patient care.

Example 10: Cost-Effective Training Programs

Given budget constraints, HRM strategies may involve developing cost-effective training programs. Utilizing online platforms, leveraging internal expertise, or partnering with external organizations can be viable options to enhance the skills of the workforce without significantly impacting the budget.


In conclusion, the analysis of HRM and organizational development strategies in healthcare is a multifaceted process that involves understanding workforce dynamics, addressing stakeholder concerns, and implementing budget-conscious solutions. By examining examples within each section, we gain a deeper understanding of how HRM strategies can be tailored to specific organizational challenges, ultimately contributing to improved performance and employee satisfaction.


Frequently Asked Questions (FAQs)

1. What is the significance of Human Resource Management (HRM) in healthcare organizations?

The significance of HRM in healthcare lies in its pivotal role in influencing organizational performance, particularly in knowledge-based organizations dealing with complex or high-quality products. This paper explores the impact of effective HRM on healthcare organizations and its parallel importance to financial and operational considerations.

2. How does the analysis of HRIS data contribute to workforce management strategies?

The analysis of Human Resource Information System (HRIS) data provides valuable insights into workforce dynamics, including employee turnover trends, skill sets, and training programs. By comparing data from rural and metropolitan hospitals, the paper aims to uncover patterns and challenges, facilitating the development of targeted workforce management strategies.

3. How can Human Resource Management address concerns raised by stakeholders, such as the Nursing Union?

Stakeholder concerns, as exemplified by the Nursing Union’s letter, necessitate strategic HRM interventions. The paper delves into specific examples of improving working conditions, ensuring patient safety, and mitigating the risk of strike actions. It emphasizes the role of HRM in fostering a positive work environment through proactive measures.

4. What insights can be derived from Town Hall meetings in shaping HRM strategies?

Town Hall meeting minutes offer valuable insights into stakeholder perspectives and concerns. The paper explores examples of employee engagement, feedback incorporation, and proactive measures derived from these insights. Understanding and addressing concerns raised in Town Hall meetings are crucial elements of effective HRM in organizational development.

5. How does the Challenges Paper from the Workforce Recruitment and Retention Sub-Committee contribute to HRM strategies?

The Challenges Paper provides a comprehensive overview of workforce management challenges. The paper discusses examples of targeted recruitment efforts, employee development programs, and cost-effective training initiatives derived from the Challenges Paper. These strategies aim to attract and retain a skilled healthcare workforce within budget constraints.