Role of HR in Creating Sustainable Organization

Question: Discuss about theRole of HR in Creating Sustainable Organization. Answer: Introduction The sustainable organization is that organization who implements the sustainability strategies within their business process for achieving cultural and economic benefits through various environmental responsibilities (Snell et al., 2015). Some of the time, the meaning of organizational sustainability is misunderstood by the term financial suitability. However, financial sustainability is one of the features of organizational sustainability. However, to achieve a great success within the business, there always need sustainability in each and every decision which is making by the organization. Sustainability is actually the capacity by the help of which the organization is able to grow and carry on the business through changing environment. Main Context Current Situation of HRM Theories Nowadays managing is a very vital activity of human within an organization. By the help of an effective HRM system, the CEO of the hospital is able to manage, motivate and develop the entire organizational culture and the business process of the organization (Longoni et al., 2014). There are different types of HRM theories by the help of which the CEO and the HR managers of the Hospital are able to identify the requirements of the human resource within the organization. These theories also help them to detect the effective and efficient employees of their organizations. Goodwill or organizational reputation is the most important competitive advantage for any organization. Therefore, the CEO and the HR managers should maintain a good reputation about their organization within the market (Kramar, 2014). To maintain a strategic HRM within the organization, the CEO, and the HR managers have to perform certain responsibilities such as they should improve their training process to run the business successfully in future. Employment relations are actually is actually a discipline of the human resource management process by the help of which the organization is able to strengthen the relationships between the employer and their employees (Ulrich et al., 2012). The employee relations are consisting of several ideas, policies, and practices. Figure: Management Practices and Process Associated with Employee Relations The most important part of the employee relation is to recognize and identify the contribution and activities of the employee. The employee relation is actually the effort of the company to maintain the relationship between the employees and the employers (Jamali et al., 2015). If the organization has a good employee relation then that particular organization is able to provide fair and reliable treatment to their every employee, so that the employees will perform their job effectively and efficiently and should always remain loyal to the company. The modern organizations such as the hospitals need to manage the development and performance of the employees within that particular organization. By the help of the performance management, the organization is able to set the standard of their performance, able to monitor the progress of their performance and also able to build a better succession plan for their organization (Harris Tregidga, 2012). By the help of this performance management, the employees and the managers are able to get a formal and structured feedback about the business performance which takes place within the organization. This performance management process also motivates the employees of that particular organization and provides direction to the organization to develop their organizational performance (Florea et al., 2013). The tasks and the goals of the managers and the employees of that particular organization should be associated along with the business strategy of that organization. The HR has played a mo st important role in the development of the painless and consistent system of performance management within the organization. It is actually an ongoing process through which the communication between the employer and their employees takes place. Human resource is the most important resource for any organization to run their business successfully. For this reason, to motivate the employees and to give proper direction to them the organization need to communicate with them continuously. Communication is the most important factor for the professional development of an organization. To maintain the sustainable position of the organization the top level managers of that particular organization should communicate along with the external environment. Any type of miscommunication can hamper the entire business process and also affect the profitability of that particular organization. Recommendation to CEO in the First Hospital to Improve the HRM Operation HR management has a vital role in each organization, which helps in enhancing the effectiveness of the concerned firm (Ehnert et al., 2013). Various kinds of responsibilities are performed by the HRM department of the Organization, such as- planning and organizing recruitment and training process, judgment of the performance of the employees, maintaining the working atmosphere of the company, managing several critical issues which arose in between the employees, developing good relationship with community and so on. Looking after the safety of the employees in the workplace concerned is also one of the vital responsibilities of the HR manager and the CEO needs to implement these facilities. There are various critical types of problems which often arose in this particular Hospital (Bratton Gold, 2012). Therefore, the CEO needs to develop and implement effective strategies in order to solve these issues. From various international researchers, it has been observed that the patients ar e not getting satisfaction by the medical services of this hospital, and these are been avoiding by some way. The reason may be of avoidance of the other working members of the association (Czinkota et al., 2014). So, the CEO along with the HR Department should be aware of a very typical problem which arises in this unit. The individual should take serious step regarding this, and solve the problem. Moreover, the CEO should form a team of four to five members for monitoring the activities of the employees and o ensure that the business processes is running efficiently without any issues. The person should organize a plan of discussion, where each and every employee of the hospital are allowed to share if the problems arising between them in this organization (Dubois Dubois, 2012). The HRM then can be able to think, judge and take the right decision to solve these. It is recommended that the CEO should motivate the employees for taking active participation in the decision-making pro cesses of the firm. At first, the issues need to be rectified and then with the help of effective strategies these issues needs to be resolved, so as to develop the brand reputation of the hospital throughout Australia (Ehnert Harry, 2012). The HRM should recruit the appropriate quality of candidates for the company, plan and organize many training and development processes within the employees, to stop the weakness among them. Inspiring and motivating employees is also a role of the HRM which is to be generated by the HR manager of this organization. Planning of giving a good amount of salaries, facilities to employees will improve the work process of this hospital. Side by side, the HRM teams also have to look after the safety part of the organization (Ehnert et al., 2014). The CEO of the hospital is to be recommended to recruit the effective HR who can be able to recruit talented employees for the organization and can build a good communication with the entire business team. Awa reness to stop absenteeism are been recommended to the CEO in order to discontinue of industrial disputation. The CEO is recommended to recruit such an HR manager, who will reduce the increase of staff grievances, and employ more employees for the hospital. As a result, the more workers it will be, the more customers satisfactory will be obtained. All the patients throughout Australia will be getting good medical service satisfaction from this hospital, and the reputation will be superb throughout the nation. Key Features of Building Sustainable HR Capability Several key features are been discussed in order to build a sustainable capability of HRM of this hospital. Strategic condition: The Human resource team of the hospital should have to keep a concept of thinking and acting from outside/in, hence the performance will be high. The manager of the HR team needs to be highly knowledgeable of several external trends and must be able to translate those trends into decisions and actions in the internal process(Ardichvili, 2013). The person should be aware of the several general categories of business factors such as, political factors, economic factors, environmental factors, and technological factors for which the industry and its environment is getting affected. The HR must attain the ability to identify the needs and requirements of the customers of this medical unit. Credible activist: The HR manager needs to be a credible activist in order to build the ability to take the appropriate decision for the business. The credit and reputation of this hospital will come when the Human resource team will keep the promise, make trust relationships among the other people in the organization (Armstrong Taylor, 2014). The clear communication with the other employees will create a positive personal relationship with the organization. Being an activist, the HR of this medical association must borrow the vision about the business demands of the company, besides HR activities. The person must be aware of influencing other people in a positive and clear manner. Building capability: The HR management of the hospital needs to have the capability of identifying and determining some of the important factors of the organization such as customer servicing, working speed, quality, efficiency, modernization, and collaboration (Benn et al., 2014). Volunteer capability: The person must borrow the character of a volunteer to facilitate changes in the business process. The individual must have the interest of planning and organize innovative ideas to implement in the organization. Recruiting the deserving talent candidates for the company is another role of the HR, for which the business easier because the work process is fully dependent on the ability of the employees. Innovator and integrator of Human Resource: The HRM of this hospital should bear modern and integrated planning procedures which will help the business to attain a good impact on it. The idea of talent sourcing and developing talents will bring appraisal, rewards for the organization and there will be teamwork within the employees. In touch with technology: The HR management of this organization needs to be in touch with the technology so as to maintain a good communication process in between the clients and the other team members of the hospital. The technology will help the organization to improve the communication process, planning and organizing various administrative works in more efficient manner. Emerging new trends of technology through social media is enhancing the public awareness of this hospital, and thus making a huge amount of profits. Being a technology exponent, the HR managing team has to access the efficiency and the effectiveness of the information and the organizational relationships. Recommendation Various business suggestions have been recommended to the CEO of this hospital to enhance the business process throughout Australia. The hospital is very reputed, but few of the employees have to improve their performance. By analyzing this matter, CEO has planned of making the HR team of this hospital be more efficiency in regulating the business process. CEO of this hospital are been recommended to recruit such HR management team who will bear the ability to plan and organize the appropriate kind of business development. The HR team should be talent enough to recruit the right candidates for the organization. Conclusion In this research paper, everybody is able to get a clear idea about the role of HR in creating a sustainable organization. To make an organization sustainable the most important factors is communication. By the help of the communication process, the CEO and HR managers of that Australian hospital are able to motivate and manage their employees to run the business successfully. By the help of good communication, the organization is able to maintain a sustainable position within the environment. Therefore, it can be said that the HR plays a most important role to make an organization into a sustainable organization. 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