Discussion 2
Carla Garcia
3/29/2017 2:09:15 PM

“HRM is a planned approach to managing people effectively for performance. It aims to establish a more open, flexible, and caring management style so that staff will be motivated, developed, and managed in a way that they can give their best to support department missions. Good HRM practices are instrumental in helping achieve departmental objectives and enhance productivity” (CSB.gov).

One conflicting practice, I have witnessed in a previous job was the hiring of managers or supervisors without experience or training. The managers were often hired as a result of “social skills” with someone in the organization. While most managers had proper education levels, they often lacked direct experience for the position they had obtained. For instance, a recruiting manager was hired in a well-known hospital in Dallas. While she did possess a Master’s degree education, she had never worked in recruitment/hiring of staff. This put the company at a legal risk if she didn’t practice proper recruitment methods. However, we experienced some staffing issues. Some nurses had never worked with an EHR system, while others were newly graduated nurses and faced challenges in their daily roles. Over time, the company faced a shortage of nursing personnel, and as a result, our Press Ganey scores were negatively affected.

An alternative solution to this problem would be make sure staff is appropriately matched with his/her skill set. The process of acquiring properly trained personnel starts with HRM. Therefore, ensuring that HRM roles, specifically management roles, are the right individuals for the position they hold. This will increase productivity in the organization. “Managers must focus on develop a managing style that enhances staff’s competencies to perform better through effectively training people to achieve departmental objectives and results” (csb.gov).

References:
http://www.csb.gov.hk/hkgcsb/hrm/e-good-practices/e-gp.htm