In my current role within a healthcare organization, human resource management (HRM) encompasses both employee-focused and strategic dimensions. On the employee-centered side, HRM is evident through structured onboarding, annual performance evaluations, and robust professional development initiatives. The organization supports individual growth through tuition reimbursement, continuing education incentives, and flexible scheduling, all of which promote work-life balance and employee satisfaction. These practices are consistent with traditional HRM principles that prioritize engagement, motivation, and retention of employees (Banu et al., 2024).

From a strategic human resource management (SHRM) perspective, the HR department is crucial in advancing organizational objectives. This includes aligning workforce planning with long-term healthcare delivery needs, implementing talent acquisition strategies based on patient care trends, and launching diversity and inclusion efforts to enhance cultural competency. HR also uses data analytics to identify and address areas with high turnover, particularly in nursing, and partners with leadership to implement succession planning and leadership development programs. These initiatives ensure the organization remains agile, competitive, and prepared for future challenges, exemplifying how HR strategy is integrated with overall performance goals (Breaz & Jaradat, 2024).

References:

Banu, S. R., Thulasi, V., Biswas, R., Rai, S. K., Rana, P., & Sasikala, P. (2024). Role of human resource management in improvement of employee performance. In CRC Press eBooks (pp. 333–337). https://doi.org/10.1201/9781003596721-72

 

Breaz, T., & Jaradat, M. (2024). Strategic human resource management: Aligning HR practices with organizational goals. Proceedings of the International Management Conference. https://doi.org/10.24818/imc/2023/04.01