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Question: Discuss about the Human Resource Management. Answer: Introduction The organizational human resource department operates to ensure that the welfare of organizational employees is upheld and that the individuals operate with high levels of motivation, which enables them to be highly effective as they carry out their roles and duties. Without an effective section of the organization carrying out the roles of this department, the organization face significant challenges like employee turnover, lateness at work and the lack of employees that are highly motivated. The human resource (HR) section of an organization, therefore, can make significant changes on how an organization operates. An organization is much better with a more capable human resource department than an ineffective section that carry out human resource duties and role (Vardarlier, 2016). This paper address the issue of how an organization can establish an effective department to carry out HR roles and ensure that it remains in complete effectiveness throughout the organization. Its focus is to help an organization establish and maintain an effective human resource department. Case study Overview From the case study, two different types of healthcare offering organizations are presented. The first organization does not have a fully effective HR section. The functions of human resources are distributed among the organizational management. The organization also lacks the definition of the duties and roles of human resource that the members of management should carry out. The outcome of this model of HRM has been significant challenges in terms of inconsistent application of HR policies, and practice by middle and supervisory management. (Case study, 2017). Unlike this organization, the second organization has a well-established system that deals with all the roles of managing employees in the organization. This department carry out the roles of employee motivation, recruitment and helps to ensure that there is less employee turnover. The case reveals that these two organizations are exactly the opposite of each other about the human resource department (Wilkinson, Johnstone, 2 016). Recommendations to the CEO of the first hospital The first hospital is the organization that lacks a stable department dealing with employee issues in its operations. To enable the organization to address the human resource challenges that exist within that organization, some changes are required. Since the CEO of the organization is the main organizational decision maker, I would offer some advice on how to handle the issue. I would begin by explaining to the CEO on how to convince the organization shareholders the importance of a dedicated department that deals with employee issues. Organizing a meeting, whose purpose is focusing on the issue of lack of a HR department and the possible solution through which the organization can use to address it is an appropriate step to begin with. Poor human resource department that does not help the organization through its effectiveness is a major problem to the organization (Batarliene, Ciziuniene, Vaiciute, 2016). With the right strategies of addressing it, however, the organization has t he chance to manage to ensure that it remains in complete control of all operations regarding employees that take place. After organizing the meeting, the CEO can explain to the organizational management the importance of a functioning human resource department and the benefits that it would have to the organization. Citing the organizational challenges caused by the lack of this department, which the organization is facing could help in ensuring that all individuals view the situation in a similar perspective, and support the establishment of this department in the organization (Price, 2011). After convincing the management and the rest of the employees on the importance of this department, the CEO would then have the support to establish a well capable and effective human resource department that has a human resource manager and a team to carry out all the human resource duties and roles within the organization. Establishing this department is also not an easy task. The organization should begin by establishing a plan of carrying out the necessary events and making sure that the plan is effective. Within this plan, the specific duties of HR should be defined, and the organization should seek means through which it can obtain individuals that can carry them out effectively. With this regard, therefore, the organization should prepare for a recruitment exercise through which the individuals with skills and capabilities to operate as human resource managers can be recruited. The recruitment of human resource managers is an important exercise that will be determined the effe ctiveness of the team that the organization will establish. Without a current running human resource management team, the organization should establish a team of individuals to carry out this duty and formulate a recruitment of additional individuals to join the HR team of the organization. From this information, the CEO can manage to establish a human resource department in his organization, which will be fully functional and effective (Allui, Sahni, 2016). Key features of building a sustainable HR capability After creating a human resource department that is fully functional in an organization, there are still more necessary strategies that an organization should implement to ensure that the human resource organization is sustainable and capable. A sustainable human resource team is one that consists of highly trained individuals with motivation to carry out the duties within the organization. The first step in making the human resource team of the organization effective is ensuring that each of the team has the necessary skills and motivation to carry out his or her duties effectively. The organization should, therefore, begin by organizing a training and development program which will equip all the human resource employees with the skills and capabilities that they need. Establishing this training exercise will help the organization to have a highly capable team that will execute all the roles and duties of human resource in the most effective way (Kasonde, Steele, 2017). After training, the next important step is helping the human resource team to build a sustainable relationship with the organizational employees. The individuals do not require a personal relationship, but a professional way of relating well with all the organizational employees. The most effective way through which they can achieve this is when they have managed to establish a good relationship with these employees. By managing to establish such a positive relationship, the individuals can manage to increase the means through which they remain effective with their operations and become the best (Niles, 2013). The other important feature to HR department is the support of other organizational departments. The HR issues involve all the other departments. The support of every employee in the organization regardless the departments within which they operate helps the department of HR to achieve its purpose within that organization (Anna, 2015). Having employees that do not cooperate wit h the human resource department makes it extremely difficult for the HR team to succeed in achieving its purpose (Anna, 2015). Conclusion In conclusion, the HR department of an organization is very important. Without it, an organization faces a lot of challenges. These challenges are similar to the ones the first hospital in the case study was facing, and among others include employee turnover, absenteeism, and staff shortage. With a well-functioning and effective human resource department, however, the organization has the capability to ensure that all the individuals remain effective and capable by carrying out human resource roles in the organization. With this understanding, therefore, the most important aspect to consider is to establish a stable human resource department in hospital one and then for both organizations ensure that the departments remain effective and sustainable (Fontana, Aryanto, Zakaria, 2015). References Allui, A. Sahni, J. (2016). Strategic Human Resource Management in Higher Education Institutions: Empirical Evidence from Saudi: Social and Behavioral Sciences. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877042816315786 Anna, J. (2015). The Impact of Human Resource Management on the Innovativeness of Public Hospitals: Social and Behavioral Sciences. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877042815058723 Batarliene, N., Ciziuniene, K Vaiciute, K. (2016). The Impact of Human Resource Management on the Competitiveness of Transport Companies: Science Direct. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877705817318866 Case study, (2017). The role of HR in creating sustainable organizations: Case study. Fontana, A., Aryanto, R. Zakaria, A. (2015). Strategic Human Resource Management, Innovation Capability and Performance: An Empirical Study: Social and Behavioral Sciences. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877042815054555 Kasonde, M. Steele, P. (2017). The people factor: An analysis of the human resources landscape for immunization supply chain management: Science Direct. Retrieved from https://www.sciencedirect.com/science/article/pii/S0264410X17301925 Niles, N. (2013).Basic concepts of health care human resource management. Burlington, Mass: Jones Bartlett Learning. Price, A. (2011).Human resource management. Andover: Cengage Learning. Vardarlier, P. (2016). Strategic Approach to Human Resources Management During Crisis: Social and Behavioral Sciences. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877042816315919 Wilkinson, A. Johnstone, S. (2016).Encyclopedia of human resource management. Cheltenham, UK: Edward Elgar Publishing.