DHA 715 Aligning Human Resources and Organizational Culture
DHA 715 Aligning Human Resources and Organizational Culture
Scenario: The Moreno Medical Center planning committee has asked you to determine the degree to which the organization’s human resources, defined as clinical and administrative staff, contribute to the hospital’s mission and objectives. Assume the role of chief operating officer of Moreno Medical Center.
To properly analyze the hospital’s human resources function, you will need to review all of the available materials within the Moreno Medical Center Virtual Organization, including each of the posted personnel folders. Use only the materials within Moreno Medical Center for this assignment. Do not create hypothetical documents or scenarios.
Write a 1,050- to 1,400-word paper responding to the planning committee’s request.
Address the following concerns in your response:
How can health care organizations recruit personnel who align with the organizational culture and understand the importance of cultural fit?
What programs would be appropriate to recognize employees and strengthen retention?
Which different leadership styles can executives use to cultivate a high performing team? Include specific skills and techniques.
What social media guidelines are recommended to ensure compliance with regulatory mandates?
Include at least five scholarly references to support the findings of your response.
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Purpose
As strategic human resource management (SHRM) continues to grow as an important issue for organizations, it is imperative to examine all factors that contribute to the success and failure of the organization’s human resources (HR) and strategy implementation. The purpose of this paper is to demonstrate that organizational culture should be an integral factor when considering SHRM. The authors also present a model for the strategy-culture-SHRM linkage and propositions to guide future research.
Design/methodology/approach
The authors present a conceptual model proposing organizational culture as a moderator of the relationship between an organization’s strategy and SHRM.
Findings
In addition to the conceptual model, the authors present a number of testable propositions for determining how firm performance and effectiveness may depend on the linkage between strategy and the utilization of HR as a competitive advantage.
Originality/value
Currently, there is a lack of research regarding the conceptualization of organizational culture as a moderator between an organization’s strategy and SHRM. We discuss the importance of the alignment of HR both as a source of competitive advantage and an influence on an organization’s strategy. The authors integrate the current research to create arguments for testable propositions and future research directions. The authors also argue that misalignments may occur which may prove detrimental to the organization.