Strategic HR Plan

This assignment will be submitted to Turnitin™.Instructions

KEY ASSIGNMENT

STRATEGIC HR PLAN

Week 5 Deliverable: Part II, Strategies

Part II: DUE WEEK 5Scenario:

Imagine you are the HR Director of your organization. This could be your place of employment today or, if you are not working or do not have a frame of reference, you can research an organization through the online library or choose an organization by doing an internet search on the 2022 list of great places to work:

http://www.greatplacetowork.com/best/list-bestusa.htm

In your quarterly executive meeting, The CEO just announced plans to expand the business by 30% in the next 2-5 years.

In your current review of the organization, you have identified serious concerns in productivity, innovativeness, profitability (or cost effectiveness), and employee morale. All of which are much lower than they should be to meet today’s competitive and social challenges. You are now even more concerned with the CEO’s plans to grow the organization over the next 3-5 years.

Based on your current review of the organization, in addition to the 3-5 year growth plans, identify a minimum of 3 strategies that you will use to address the gaps between future needs and present HR capabilities of the organization. You could choose strategies that focus on any of the following areas in the organization:

Job/Work Design

Selection/Staffing

Performance Management

Compensation/Rewards

Training/Development

Employee Relations

Safety and Health

Workforce Diversity

Provide a 2-3 page APA formatted paper and include the following elements:

Identify a minimum of 3 strategies and corresponding areas of focus in the organization.

Provide the rationale for each chosen strategy.

What steps do you feel are necessary to achieve the organization’s current goals?

What steps do you feel are necessary to achieve the organization’s 3-5 year goals?

1
Human Resource Part 1 Organization Review
LaToya Bradley
American Public University
HRMT603: Human Resource Policy
Professor Issak
May 30, 2024
2
Human Resource Part 1 Organization Review
Human resources are the most critical elements of an organization. Atasever and Oklu
(2018) indicate that human resources policies aim to improve an organization’s customer focus,
operations focus on teamwork, company’s environmental sensitivity, and establish an effective
culture. Moreover, the human resources role includes making a company effective and healthy
by establishing proficient policies that guide and direct employees’ behavior, selection, training,
promotion, and other areas of an organization, like diversity and inclusion and compensation and
benefits. Therefore, the paper provides an overview of Texas Health Resources, Inc., the
organizational structure, task completion process, organization’s locations, competitors, culture,
communication, success factors, and reasons people work for the corporation.
Organizational Description
Texas Health Resources, Inc. is a faith-based, not-for-profit health system providing care
for North Texas patients. The organization serves North Texas via Texas Health Physicians
Group, outpatient facilities, home health, preventive healthcare, and fitness services. The
organization has 29,000 staff, over 400 points of access across 16 counties, and over 25 years in
service. According to Texas Health Resources, Inc. (2024), the healthcare service provider has
4,390 licensed beds, over 450 primary care providers, 29 urgent care centers, and 35 surgery
centers. The corporation has 6,400 physicians with active medical employee privileges, over 380
specialists and physicians, and a hospital network (Texas Health Resources, Inc., 2024). The
organization’s mission is “to improve the health of the people in the communities we serve,”
while the vision statement is to partner its clients with lifetime well-being and health (Texas
Health Resources, Inc., 2024b). The organization’s values include excellence, compassion,
integrity, and respect.
3
Organizational Structure
An organization structure refers to how a company formally divides, coordinates, or
organizes its job tasks. Texas Health Resources, Inc. operates a matrix organizational structure
integrating product and functional structures (Robbins & Judge, 2019). The matrix structure does
not follow the unit or command; Robbins and Judge (2019) indicate that workers in a matrix
organizational structure have two bosses: their product manager and functional department
managers. Matrix organizational structure enables Texas Health Resources, Inc. to facilitate
effective coordination across its interdependency activities.
Figure 1: Organizational structure (Source: Texas Health Resources, Inc. 2024c)
Locations
The organization has healthcare facilities in 29 locations and over 450 primary care
providers in 135 locations across different counties. Some locations include Arlington, Bedford,
Cleburne, Burleson, Denton, Flower Mound, Azie, Fort Worth, Southwest, Huguley, Kaufman,
and Stephenville.
4
Competitors
Competitors include Providence Health & Services, a nonprofit faith-based organization
operating different medical clinics and healthcare facilities. HCA Healthcare Inc. is another
organization that competes with Texas Health Resources, mainly in the surgical department.
Texas Health Resources Inc. also competes with Tenet Healthcare Corp, a primary provider of
healthcare services in Texas. The organization operates different healthcare centers, surgery
centers, and ambulatory, as well as diagnostic imagery facilities. Texas Health Resources faces
stiff competition from Parkland Health and Hospital System, which operates a network of
community-based healthcare facilities and primary care centers. Ut Southwestern Medical Center
is also a stiff competitor of Texas Health Resources, which operates in different areas, such as
surgery, emergency medicines, and primary care.
Organizational Culture
Texas Health has a robust organizational culture that governs the institutional operation
and the realization of the corresponding benefits, such as effective employee onboarding,
innovation, enhanced productivity, and employee engagement. Organizational culture is one of
the imperative functions of a company’s human resources. Culture augments the workers’ ability
to comprehend the institution and feel part of the company, including sharing their opinions to
drive the company towards a common goal. Texas Health’s organizational culture forms the
company’s core values, which include heightened respect, compassion, integrity, and excellence
(Texas Health, 2024b). Texas Health also depicts a strong culture through its organizational
commitment to social responsibility and the sustainable program efforts implemented in the
surrounding communities.
5
Factors Driving Success
Texas health leadership forms one of the primary organizational factors that contribute to
the company’s success, enhanced by the ability to steer the organization towards attaining the
shared goals, leading to the achievement of the company’s mission and vision. Besides, the
embraced strategic goals form another significant attribute that propels the success of Texas
Health in the highly competitive environment. Other important factors driving the company’s
success include efficient operation management, heightened employee motivation, and the
delivery of outstanding services to customers.
Why People Work for This Organization
Organizational culture is described by Tsai (2011) as shared beliefs, values, and views
held by staff within a company. Texas Health Resources’ organizational culture reflects the
behavioral norms and values workers employ to give meaning to their work. According to Great
Place to Work (2023), employees work at Texas Health Resources because its organizational
culture is welcoming, cares, and promotes work-life balance and teamwork. The organization is
an amazing workplace characterized by values like respect, love, integrity, and compassion.
Great Place to Work (2023) reports that 90 percent of workers prefer working at the organization
because it offers them equipment and resources to carry out their responsibilities. 90 percent
stated that the organization promotes a sense of pride, 92 percent said it provides an opportunity
to serve the community, and 92 percent noted that Texas Health Resources is a welcoming
company.
6
References
Atasever, M., & Oklu, M. N. (2018). The Importance of Human Resources Policies for Business
Success: Example of The ICI First 30. Journal of Institute of Economic Development and
Social Researches, 4(8), 133-139.
Great Place to Work. (2023 August). Texas Health Resources, Inc.
https://www.greatplacetowork.com/certified-company/1100607
Robbins, S. P., & Judge, T. (2019). Organizational behavior. Pearson Education, Inc.
Texas Health Resources, Inc. (2024, April). Facts and Figures. https://www.texashealth.org//media/Project/THR/shared/Documents/PDFs/About-Us/THR-Fast-Facts.pdf
Texas Health Resources, Inc. (2024b). About Texas Health. https://www.texashealth.org/AboutTexas-Health
Texas Health Resources, Inc. (2024c). The Org. https://theorg.com/org/texas-health-resourcesinc
Tsai Y. (2011). Relationship between organizational culture, leadership behavior and job
satisfaction. BMC Health Services Research, 11, 98. https://doi.org/10.1186/1472-696311-98