Human Resource Management Strategies and Leadership

Question: Discuss about the case study Human Resource Management for Strategies and Leadership. Answer: Massachusetts General Hospital The 868-bedded Massachusetts General Hospital is one of the oldest and renowned general hospitals in the country and the oldest academic-oriented hospital of Harvard Medical school as well. MGH takes care of approximately 42,000 inpatients and handles 1.2 million outpatients, annually. MGH has woven medical and social arenas together by associating with African-Americans, Hispanics and Asians. The hospital has always propelled the efforts to strengthen the workforce diversity and has boosted and enhanced the culture which empowers and uplifts the community. The linkage between community service and proficient culture has led to outstanding business outcomes (American Hospital Association, 2004). Actions And Initiatives Taken To Create A Diverse Workforce Through Leadership, Hr Practices, Strategic Priorities And Influential Leverage To unify and coordinate racially and ethnically diverse individuals and to recruit and advance the multicultural professors; the president has delegated the responsibility and charge to the hospital operations. The MGH community benefit program has collaborated with under-served communities to enhance the hospitals responsiveness. The institution has always promoted and developed the minorities in the nursing and allied health staff. The HR professionals and specialists strive hard to meet the diversity objectives by employing, training and framing performance based compensation programs. Since managements compensation is tied directly to achieving specific goals and targets; the staff has a professional practice environment with necessary resources and awareness about workforce diversity. In 2003, the Board of Trustees revised the guiding principles which avowed that diversity is vital to the hospitals chief roles of being a healthcare establishment and responsible member of the community. Nevertheless; modifying the principles, setting targets and standards and delegating responsibilities are not enough to create the required synergy. Every organization needs to raise a culture which fortifies workforce diversity. Efforts To Maintain A Culturally Competent And Proficient Institution In order to serve the community and reinforce diverse workforce; the culture of the institution has to be competent enough. Fostering a culture which welcomes minorities, women and under-served sections reflects community service and social sensitivity. The MGHs predominant culture propagates awareness about community involvement, professionalism and disparity elimination. The values and ideals of the institution are not restricted to the premises; in fact the ethos encourage education programs in churches and backward or under-developed areas, mentoring and coaching school students to opt for science, providing multi-language interpreter programs, outreaching summer research trainee programs, etc. The culture nurtures the employees by providing them with intramural diversity and cultural adeptness training. The hospital bestows support for academic and professional development through tuition reimbursement, flexible timings, child care and scholarships. There is a perfect blend of medical operations and community service. Subsequent Business Results Efforts to provide care and opportunities equitably to all sections of the society and utilizing the skills, competencies and know-hows of culturally and ethnologically diverse individuals have created a pool of ideas, experiences and strategies which has led to enhanced performances, high integrity, wise-decision making, quality healthcare, successful medical treatments/operations, etc. This has uplifted the name and reputation of MGH which was earlier considered as a detached and aloof institution. Now, the minority or under-privileged sections as well as women of Boston choose to be the part of its training and practice. Moreover, organizations taking initiative for community health and well-being are now eager to join hands with MGH and are keen on establishing strategic partnerships (Greenberg, 2004). References American Hospital Association. (2004). Strategies for Leadership: Does your hospital reflect the community it serves? Viewed 31 July 2016. https://www.aha.org/content/00-10/diversitytool.pdf. Greenberg, J. (2004). Diversity in the Workplace: Benefits, Challenges and Solutions. Viewed 31 July 2016. https://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp.