HR Consultancy Proposal

HR Consultancy Proposal
Student’s Name
Institutional Affiliation
HR Consultancy Proposal
Nursing staff plays a critical role in adding value to healthcare organizations and facilitating set goals. The professionals understand the various workplace strategies, facility goals, and set expectations. Besides, nursing staff builds value by investing time into their careers while establishing long-term relationships with patients and other employees. Job satisfaction and increased staff turnover are the significant factors that influence providing healthcare services to patients. However, some healthcare organizations lack effective strategies to increase job satisfaction among the nurses and reduce turnover (Agarwal & Farndale, 2017). Notably, nursing staffs are likely to leave an organization if they feel overworked, unrecognized, and have low pay. Such factors result in increased turnover, especially in the healthcare field. Since absenteeism and high turnover can affect the effective operation of HealthReach, the CEO should reform human resource policies to address the underlying issues.
A CEO plays a significant role in expediting effective operations of an organization and attainment of set objectives. Therefore, DR. Livingstone, the CEO of HealthReach, should formulate human resource policies and practices to address absenteeism and turnover rates as the underlying issues across all hospitals. If the CEO enhanced job satisfaction and morale among nursing staff, it would be possible to improve the quality of patient care. One of the underlying issues at HealthReach is the hierarchical work system that results in little freedom for the nursing staff (Gracieux, 2021). Besides, the hospitals provide the professionals with minimum training and lack performance incentives, worsening the situation further. The CEO should improve human resource policies and practices to involve the nursing staff in making relevant decisions regarding quality healthcare services. Notably, the hospitals should empower the teams through extensive training programs and reward them financially for exemplary performance.
Components of High-Performance Work System
High-performance work systems entail a wide range of human resource management policies that enhance organizational effectiveness. Therefore, Dr. Livingstone should implement procedures and policies to facilitate high performance among the nursing staff. Research findings indicate that high-performance work systems enable healthcare organizations to operate effectively and have a competitive advantage over close rivals in the market. HealthReach should adopt consistent human resource practices to enhance nursing staff's competence, commitment, and motivation. In such a case, the hospitals can attain enhanced skills, knowledge, and creativity among the professionals (Jeong & Shin, 2019). Importantly, it would be possible to achieve enhanced healthcare services to patients. Selection, training, compensation, and performance reviews are the key components of a high-performance work system that HealthReach can implement in addressing the underlying issues related to human resource practices.
Selection
Selection is one of the critical components of a high-performance work system that involves a practical job analysis and robust recruitment for optimal performance of the employees. Strong recruitment is likely to facilitate the selection of qualified nursing staff. Therefore, Dr. Livingstone can adopt the strategy and adequate vetting to select the most capable team for the various position. Agarwal and Farndale (2017) argue that effective recruitment and selection practices can help attract talented employees who can expedite set goals. Importantly, recruitment is an intensive strategy in ensuring that the hospitals have a qualified pool of candidates that they can select. The CEO should select skilled nursing staffs who work collaboratively towards the attainment of set goals. Equally, effective selection can help to reduce overall turnover while expediting job satisfaction among the employees.
Effective selection is one of the critical mechanisms of enhancing employees' motivation, attitude, skills, and knowledge. Therefore, the CEO at HealthReach should focus on emotional intelligence and organizational situation as the significant foundations of employee performance. Just as aforementioned, a high-performance work system entails a range of human resource practices aligned with corporate strategy (Tang et al., 2017). Therefore, Dr. Livingstone can utilize effective selection as a critical strategy for reducing high turnover rates and absenteeism in various healthcare organizations. Notably, he should establish effective human resource practices to ensure that the nursing staff can exchange ideas and work collaboratively towards attaining set goals. Therefore, one of the key objectives in the various hospitals would be to enhance the nursing staff's overall wellbeing.
Selection ensures that employees have a pleasant mental state to gain a sense of positive wellbeing. Therefore, the CEO should adopt a unitarist approach to ensure that the set organizational goals align with the interests of employees. The various healthcare organizations are likely to address conflicts of interest between employees and employers for a high level of performance (Marchalik & Shanafelt, 2020). Since one of the underlying problems in the organization is minimal autonomy among the nursing staff, the CEO should select candidates who can contribute to the decision-making process. In such a case, the employees would be more likely to commit to attaining set objectives.
Training
Training is an equally relevant component of a high-performance work system in an organizational setting. Notably, an effective training program will likely provide the nursing staff with the right skills to accomplish set goals. In such a case, they can embark on the various roles and attain optimal performance (Bendickson et al., 2017). Besides, the CEO can cross-train the nursing staff in other positions to understand the organization’s broader scope. One of the key focus areas of training is ensuring that all the employees acquire the needed skills to take on the various responsibilities (Craft et al., 2017). In such a case, the staff can progress through the different maturity phases. An essential requirement among all the nursing staff is that they will have to certify their capabilities to function ...