Good Essay On Human Resource Strategies

Mayo Clinic

Which is a non-profit worldwide leading in research, medical care and education for all people over the world, it’s known for its massive employment of both physicians and scientists as its staff members. These staffs specialize in difficult cases through tertiary cases. The institution has three main focus, first and most primary of all is the patience care practice represented by their central shield in their logo, mayo clinic offers highly specialized medical care because they believe need for patience comes first, most of their patients (customers) are referred to them from smaller clinics and hospitals (Heskett and Schlesinger). Their physicians are paid fixed salary that has no direct link to patient volume so as to encourage decrease of monetary motivation to allow a large number and increase of incentive to have more time with individuals (McCann, 2004).
Secondly there is research where researchers here concentrates on contributing to the understanding of the disease being diagnosed, best clinical practices and translating of the findings from their laboratory to the clinical practices (McCann, 2004). Due to the introduction of research initiatives there are more research publications and articles in peer review journal.
The last one and not least is Education; mayo clinic helped develop medical school that pioneered in helping establish the current education residence system. Mayo has brought a great change in the lives of people. Their mission is to give hope and contribute to the well-being by providing the best care worldwide and being the best always, they go their way to providing unparallel experience as the most trusted partner for health medical care (Christaller, 2006).
Mayo objectives and goals is to transform experience and deliver health care through; understanding human needs by focusing on human experience and identify needs and design services, products and models to meet these needs, also it fosters open collaboration by enabling an environment innovation by collaborating internally and externally; also they generate great economic benefits by demonstrating financial returns from sustainable delivery business models, services and products. Innovate care delivery is also available, accessible, affordable and value driven.
The core values of Mayo clinic is treating everyone in their diverse community including families and colleagues with dignity, provide best care with sensitivity and empathy, through integrity it adhere to high standards of ethics worthy of trust of patients (Gerdes,2012). In teamwork blending the skills of individual staff members is unsurpassed collaboration in excelling mayo clinic, it gives the highest quality service to the dedicated effort of team member, through innovation Mayo enhances the lives of the one it serves through creative ideas and unique talents of each employee, in healing the institution hopes and nurtures the whole being respecting physical, emotional and spiritual needs.

BOSTON CONSULTING GROUP COMPANY (BCG)

According to the fortune magazine, BCG is rated as one of the best 100 companies to work in. the company specializes in offering services in business strategy and general management of the organization (Christaller, 2006). The firm works with not-for-profit organizations, government agencies, and mid-sized companies. The company has about 3000 employees who work in its 18 branches in the United States.
Among the many awards that BCG has received is being ranked as the seventh great workplace to work for by millennia’s, third rank in the fortune’s 100 best companies to work for. The company employees claim that they feel motivated to work in the company since they get good training. About 93% of the employees feel that the company always provides them with the needed raining, personally challenging work and promotions (Hörisch, 2014). About 97% of the employees claim that the company gives them responsibilities, and they feel trusted. For most of these employees, working with the company has a special meaning in their lives. Employees feel that the company’s policy on promotions is fair since the promotions are said to be given to the best deserving employees. The company has a key interest in promoting employee development. This can be seen in the way it gives the employees training needed for the jobs, and the best employees are rewarded through promotions. The company offers thee employees with an average training period of 40 hours annually to the employees employed on a part-time basis. Those employed on a full-time basis are given 10 hours of training annually (McCann, 2004). In addition, the company offers tuition reimbursement to the employees who wish to further their studies.
The working atmosphere in the organization is good. About 93% of the employees claim that they enjoy the cooperation they get from their colleagues in the workplace (Hörisch, 2014). 2004). Apart from the team work in the workplace, the employees enjoy physical fitness facilities within the organizations which are meant to improve their health. About 98% of the employees describe the company’s working environment as friendly while 90% say that the company offers a caring, cooperative and fun working environment (Hörisch, 2014). About 93% of the employees say that they always look forward to work.
The company shows genuine concern for the employee’s work life balance and its appreciation of them. Apart from the fair compensation package that the employees enjoy forming the company, they get perks such as free snacks, discount ticket sales, and weight watchers meetings. The company offers the employees with 26 days of vacation and holidays after one has been employed for one year. For adoptive parents, they get 40 days of paid leave annually (Hinkin and Tracey, 2010). The employees also benefit from onsite heath benefits such as cancer screening, cholesterol; tests, and complete biometric screening. They also have health insurance covers.
For both institutions there are some strategies that they could employ that include: Adapting to the globalization, through this the company can be able to change and respond to all the arising issues, company is able to manage its assets effectively thus enabling a variety of ways to adapt to global competition, reduction of employees (Hinkin and Tracey, 2010). Assessing the current human resource capacity through identifying knowledge, skills and ability of current staff this can be done using skill inventory through checking their education levels and additional training.
Forecasting human resource is also one of the strategy through setting realistic goals and estimating demand and supply and all the challenges involved and determine external impacts, another strategy is gap analysis whereby the company needs to determine the gap between where the organization is and where it want to be, this will be analyzed by identifying the number of staffs, skills and abilities required in future (Heskett and Schlesinger). The main thing the company need to do is develop a strategy to support all these strategies above they can do this using restructuring strategies that can be done through the reduction of staff members by termination, regrouping tasks and reorganizing, or else they may train and develop strategy, recruit or outsource

Competitive advantages of my recommendation:

For Mayo Clinic: the institution will be able to discharge its responsibility to the required authorities. Strategic management will provide discipline enabling them to think about the future of the organization, strategy provides a better framework for best decision-making thus enabling seniors focus their efforts on those things that will best support organization’s success.( McCann,2004).

For BCG:

The company can achieve its mission by ensuring continuous improvement of their services to the clients and carrying out adequate research on the environment to ensure that it keeps up with its good work ahead of the competitors

References

Christaller, W. (2006). Central places in southern Germany. Prentice-Hall.
Talent. Liberal Education, 92(3), 22-29.
Gerdes, L. (2012). The best places to launch a career (pp. 36-46). McGraw-Hill
Heskett, J. L., & Schlesinger, L. A. (2007). Putting the service-profit chain to work. Harvard business review, 72(2), 164-174.
Hörisch, J. (2014). International Corporate Sustainability Barometer: Purpose and Approach. In Corporate Sustainability in International Comparison (pp. 13-19). Springer International Publishing.
Hinkin, T. R., & Tracey, J. B. (2010). What makes it so great? An analysis of human resources practices among Fortune’s best companies to work for.Cornell Hospitality Quarterly, 51(2), 158-170.
McCann, E. J. (2004). 'Best places': interurban competition, quality of life and popular media discourse. Urban Studies, 41(10), 1909-1929.
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