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Human Resource Management and Partnership Perspective

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A company that is more concerned about its growth should treat the employee as a valuable asset since they are the ones who deliver performance on a day to day basis. In the case of LAS, it can be noted that it is committed to ensuring that the staff will be well trained with the knowledge and skills to respond according to patient needs. Workers should be able to meet certain standards of performance so as to ensure that they achieve the organizational goals set. Measures such as training the workers to meet the expectations of the organization’ s operations ought to be put in place so as to ensure that the organization maintains its competitiveness through the use of effective employees as is the case with LAS.

Thus, by means of the recruitment process, the organization aims to attract and retain the interest of suitable candidates to project a positive image of the organization to the outsiders. Apart from the basic HR functions, the HR strategy for London NHS is based on the notion that “ As high performing, knowledge, and learning-based organizations, NHS foundation trusts are expected to be model employers – maintaining and progressing high standards of employment practice and securing a culture which reflects their new organization and delivers added value for the direct benefit of NHS patients. ” Swanepoel (1998) has suggested that strategic HRM means those long term, top management decisions, and actions regarding employment relations that are made and performed in a way that is fully integrated with the overall strategies of the organizations.

One of the basic lessons in strategic management is that the performance of an organization is dependent upon its ability to match or fit the variety in its environment which can be called the best fit.

It can be seen that the NHS has tried to put all the measures in place that will ensure the best fit. As noted already, one of the basic functions of HRM is recruitment. Having recruited the right candidates, it remains the duty of the HRM to ensure that the employees keep pace with the developments obtaining on the ground in order for the company to continue growing and this can be done through constant human resources development (HRD).

Thus, HRD can be defined as learning experience organized mainly by the employer, usually within a specified period of time to bring about the possibility of performance improvement and or personal growth (Nadler & Nadler as cited in Swanepoel 1998).

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