Bumrungrad International Hospital HR Policy Appraisal
Introduction
Bumrungrad International Hospital (BIH), Bangkok needs to adopt change management approach for upgrading their hospital. The upgrade will assist in providing effective heath services to the patients. Employees at BIH are facing dissatisfaction issue, which is impacting directly on their hospital performance. Besides, staff at BIH i.e. nurses, marketing executives and surgeons are specifically facing work family life issues. According to reports the issues arise due to disjointed HR Policies. Work family conflict has a major share in causing lack of productivity. The reports further guide that Ineffective talent management and work-family issues create frustrating situation in the hospital.
The conflicting roles create misunderstanding, ultimately impacting on organizational performance. The research recommends to BIH, to redesign their policies to address work life issues. BIH needs to think clearly about their recruitment policy and talent management. The report also recommends to BIH to rationalise its HR. The rationalisation when carried out, should be done proactively, making used of new theories to evolve new concepts of talent management. The report digs deep into the case of BIH to rationale strategies that would assist them in realising the recommended changes.
Hertzberg Two Factor Theory
Theories for Enhancing Employee Motivation Hertzberg Two Factor Theory. This theory is known as dual factor theory or theory of motivation hygiene. It was introduced in 1950s by Frederick Herzberg (Armstrong, 2011). When theory was design by analysing feelings, emotions and beliefs of 200 respondents. Survey enlightened regarding two types of critical factors impacting on employee satisfaction. These factors include motivators and hygiene (Chien, 2013).
Hertzberg Two Factor Theory: Motivator Factors
Motivator factors include different types of extrinsic and intrinsic rewards. The combination of both motivate employees to work harder for the organization (Armstrong & Taylor, 2014). Organisations have to create a balanced mix of both rewards to help employees in feeling satisfied. Employee satisfaction is directly correlated to both hygiene and motivators.
Hertzberg Two Factor Theory: Hygiene Factors
Absence of Hygiene factor refers towards such situations, which could enhance dissatisfaction for the employees. Employees feel less satisfied and de-motivated when they do not get their basic needs fulfilled. These basic need are such as salary, benefits, healthy, and friendly relationships with employers etc. Thus all of these basic factors include in hygiene factors that impact directly on motivation of employees (Sambhanthan & Good, 2013). The dual factor theory of Hertzberg identifies that presence of motivator factors increases satisfaction and motivation among employees. Whereas, presence of hygiene factors is an assurance that employee are not dissatisfied. Its recorded and reported on many occasions that absence of hygiene factors could cause de-motivation and dissatisfaction in employees.
According to Hertzberg conceptualisation, these factors have significant impact on motivation of employees and are primarily responsible for job satisfaction. Furthermore, effective implementation and utilisation of the factors increase employee engagement and productivity simultaneously. Hertzberg believes performance of employees is direct outcome of engagement and motivation. He advocates that adoption of these theoretical concepts by BIH can enable employees to effectively complete challenging tasks, manage workloads and help their colleagues in doing the same.
Therefore, emphasis remains on to enhance the performance of the employees. In case of BIH employees feel that family development is a hygiene factor as employees work hard to make life easier for their family (Tan, 2013). If employee needs are not fulfilled, consequently for employees, there is no point in putting an effort. BIH has to address this hygiene factor with the help of motivator factor by designing career development opportunities that allow family integration in work and employee integration in life.
Implementation in HR Framework of BIH
While implementing two-factor theory in BIH, managers must ensure that both of the factors get implemented carefully. When an organization has right focus the theory assists in creating a high productive in workforce. BIH requires such effective feedback system for their employees, which enhance their motivation. In time and plenty of feedbacks enable employees to understand their flaws and help them in their growth. Furthermore, Bumrungrad International Hospital must make their employees feel valued, as it will enhance their motivation. When employees will feel valued and treated rightly they will try to give their best. BIH’s management when effectively pay’s attention to their employees in order to support them. They can always locate root cause of the problem and endeavour to achieve it. The theory guides BIH management to cultivate strong relation with the employees. Friendly and strong relationship among management and employees help them in enhancing their employee’s motivation.
The new system can only become successful, when root cause problems are identified and duly addressed. The initial step of implementation also requires BIH to remove their issues. This theory emphasise on individual level performance (Kumara & Wickramasinghe, 2012). Every employee has unique needs so, a dynamic framework that is flexible and agile enough to assess collective and individual needs can produce desired results. The core outcome of this process is to gain employee commitment. The level of commitment defines that employees will willingly commit their 100% to all assignments they undertake.
They would become increasingly proactive withholding back any effort that could lead to possible success of organisation. Thus this shows the vicinity of employee engagement. The theory guides to involve employees in the process of policy creation. For example, if BIH employees are involved in designing a work life balance policy, then it is more likely they will remain committed to it. Many scholars have identified that commitment and dedication is an outcome employee involvement in the organisational decision making (Soieb, Othman, & D’Silva, 2013).
Employees feelings are directly correlated to productivity, making them feel valued will reduce defects and improve productivity. An involved employee thinks beyond the horizon to improve the outcome of task at hand. Task that are challenging yet have clear instructions result in better engagement. Addressing challenging tasks employees feel more secure to take risk and innovate when they have support from senior management. BIH lack this extra bit of support to allow their employees to take calculated risk for the sake of improvement (Islam & Noor, 2014). Implementation of these concepts satisfies Bumrungrad International Hospital in satisfying their employee’s needs.
Maslow Hierarchy of Needs Theory
Organisations have widely adopted, Maslow hierarchy of need theory due to its effectiveness and easy translation into HR policy. The theory was introduced in 1943. Maslow hierarchy of needs contain 5 levels i.e. physiological, safety, love, self-esteem and self-actualization. Physiological needs refer towards such needs, which are most essential for the person to survive. It includes basic needs like food, shelter etc., while safety needs includes persona safety and financial security needs. While working in an organization, safety needs include both physical (i.e. health) and financial security(Anderson, 2014).
Furthermore, love and belonging needs includes friendship or association needs like relations between employees and employers, association between workers etc. Fourth level of Maslow hierarchy of needs theory comprises of self-esteem, which includes the need to feel confident and respected. BIH employees have an innate need that organisation respects them and honour their families. BIH has to systematically align its processes to acknowledged and value employees based on their performance. Self-actualization is an ultimate level of needs an employees could obtain.
Self actualisation is a desire to have a spiritual connection. It involves self recognition beyond acknowledgement. BIH has to evolve employees with exceptional performance to take leadership role and become mentors for individuals junior to them. At this stage BIH employees desire fame, achievements associated with their names so they can feel their legacy. Mentoring and coaching facilitates in quenching the need for legacy (Lester, 2013). In other words, it is an advance need for self-recognition, acknowledgement and belongingness.
During implementation of this motivational theory at BIH management need to meet all of the five levels of the hierarchy. In Bumrungrad International Hospital, staff feel de-motivated due to different issues such diversity and work-family life balance. In hospital, lack of timely promotion and career development opportunities has reduced employee motivation. Integration of Maslow hierarchy of needs in to designing HR policies can facilitate in creating a ladder for employees to climb as they deliver value. Implementation of Maslow hierarchy of needs emphasise on comfort of employees. Flexible working conditions and hours can be provided to the employees for reducing their work-family life issues.
Therefore, through implementation of this motivational theory, Bumrungrad International Hospital could enhance their efficiencies. Theory of employee engagement refers towards absorption of resources which an employee uses during performing a job (O’Connor & Crowley-Henry, 2015). Employee motivation in BIH will enable hospital management to have more dedicated and committed workforce, which will also impact on their employee engagement.
When employees feel valued in the organization, they perform with more dedication and commitment. According to this theory, BIH management must need to engage employees’ psychologically. Employee psychology directly impact on employee motivation. Hospital staffs, which include nurses, marketing staff and surgeons etc., contribute in performance of the institute. Usually surgeons and marketing executives feel valued as an imperative part of the hospital. However, in BIH nursing staff feels less valued and wanted. It must be recognised employees at key roles are not only ones that require BIH attention as valued employees rather, all job roles must be equally valued. In such case, through adopting theory of employee engagement, BIH will more effectively engage their employees in facilitating activities. Staff will become more loyal and committed to the organization. Furthermore, implementation of employee engagement theory will also help management building the emotional relationship between employees and institute.
Evaluate Most Effective and Suitable Theory for BIH
Hertzberg two-factor theory is most suitable and effective theory for Bumrungrad International Hospital to implement. Dual theory of motivation would help Bumrungrad International Hospital in enhancing their employee’s motivation. It would also integrate employees effectively with organisational goals. While Herzberg effectively emphasised on recognizing components that influence work fulfilment. A great number of employees identifies that these variables improve their conceptualisation of organisational association. For instance, improved pay structure for employees like for nurses could be effective to integrate them in the system.
BIH employees also believe that flexible time is also an effective measure to improve their worklife balance. A working mother who has a settled timetable and is working in BIH can be facilitated with flexible timing. Furthermore, less pay may act as de-motivator for a few workers in the organisation. Pay must be competitive as talent cannot be retained otherwise. BIH staff is facing frustrated employees and work-life imbalance especially their Surgeons, Nurses and Marketing executives. However implementation of Hertzberg two factor theories would help hospital management in providing them work life balance. Furthermore, enhanced employee motivation will also reduce the rate of burnout and dissatisfaction. It will impact on employee’s psychology and feelings, which lead them towards high engagement and commitment with the institution.
Social Media Talent Management
Social media now act as a crucial thought for all human resource experts, with the medium displaying an opportunity for organizations to speak with management and expand their applicant pool while decreasing authoritative expenses. Significantly, while keeping in mind the end goal to successfully outfit the maximum capacity of social stages, organizations need to incorporate the medium into their general HR methodology. Social media is not adequate individually, and associations which regard it accordingly will probably lose great opportunities of its advantages (Chaudhary, Subramanian, Sinha, & Bhattacharya, 2012).
Over the previous decade, couple of improvements have changed our community more than Social media. Its fast uptake has seen the world therapist before our eyes, and correspondence is presently more quick and expansive than anybody could have envisioned. Social media was only considered as a personal platform for personal activities but now the platform has evolved in a corporate tool for official communication (Huy & Shipilov, 2012).
Recruiting process or sector is the only sector where social media is having a significant effect not just on how businesses collaborate with existing, past and potential representatives, however on hopeful screening forms and general manager marking. Having an effective social media procedure is turning out to be fundamentally essential for both managers and workers alike. Utilization of social media as one and only strategy for recruiting new talent is not an effective technique, as companies should look for other traditional ways to attract people. Organizations in all around the world use to adopt social media as recruitment strategy.
Various researchers have identified that 65% of the organisations believe social media play a vital role in recruitment process or talent attraction processes. Almost 950 million people are using social media hence is a healthy place to look for talent. Thus, platform of social media provides an effective opportunity to the employers to attract new talent (Stuart Roper, Sivertzen, Nilsen, & Olafsen, 2013).
HR experts need to recollect that social media doesn’t naturally guarantee that organization will locate the perfect individual first time. The capability of the medium does not nullify the significance of other recruitment methods because they help organizations in guaranteeing that an applicant is an ideal choice for the institution. In the case of Bumrungrad International Hospital social media could play significant role in attracting new and trained staff. Bumrungrad International Hospital need to join social media with other scientific devices, including psychometric testing for identity and capacity examination, and traditional tests or interviews to decide past execution and conduct is basic to guarantee our organization is employing the most talented and suited employee for the organization.
Online networking can reduce recruitment costs and also time to secure talent. Online channels are seen as a innovation to improve HR efficiency within organization. BIH need to adopt effective, cohesive and efficient strategy for talent attraction. Social media channels enable hospital to attract talented staff members from all over the world. For instance, LinkedIn is favoured and used as a medium for attracting professional employees.
Usually, 60% of the employers from all over the world use to visit LinkedIn for attracting new talent and talent retention. Furthermore, 35% of the employers believe that face book play essential role in attracting talent for them. Social media as talent-hunting channel is becoming common day by day as 80% organizations in US are using social channels for recruiting candidates. Similarly, BIH could adopt social medium for attracting staff however, they need to organize their recruitment process for attracting right people for their institute (Malthouse, Haenlein, Skiera, Wege, & Zhang, 2013).
HR Policies for BIH
The subject Work-Life Balance has developed in the most recent decade. Essentially, it developed from family nurturing to an idea incorporating all employees in the workplace. The objective of Work-Life measures today is to make suitable working conditions for an inexorably various workforce. The work power potential is “differing” because of the rising investment of ladies, transients, and more established employees. The two ideas, Work-Life Balance and Diversity, endorse a large number of the same objectives, for example, expanded staff responsibility and profitability (Kinman & McDowall, 2012). Work-Life Balance concept has a solid point in setting up viable working conditions for workforce. It discusses various aspects of life in connections with corporate objectives. The concept is fruitful when implemented from the highest level of hierarchy to lowest.
Diversity is comprehended as an essential outlook change in corporate society and a systemic change of associations that used to be mono-social. Diversity and Work-Life Balance projects are instruments for the awareness management of differences, with the point of cultivating and holding a qualified and profitable workforce. Work-life Balance and Diversity In order to bring balance in family and work life of employees, organizations are adopting different effective and competent strategies and practices.
Flexible Timing
Some of these practices include Flexible Timing. Working hour impact directly and significantly on work-family life balance as usually employees scarifies their family due to work. Job timing bound employees to their work, which sometimes cause misbalance to their family lives. BIH need to adopt this practice of flexible working hours in order to maintain balance in their staff work and family life. For instance, flexible working hours refer towards flexibility or choice of timing for the employees i.e. Staff members can decide and choose the time span in a day for their shift. Working a 8-5 plan regular leaves little adaptability for different things in our lives, for example, dropping off/getting the children from school, or being available at an essential family assembling. BIH could permit their workers to make their own timetables with their own particular times, which enables representatives to centre their vitality on their performances.
Take Satisfactory Time Off
Taking some time or days off for relaxing is an effective practice used to maintain balance between employees work and family life. Work-family life balance and diversity is integrated in an organisation when employees from different backgrounds feel satisfied and motivated on their jobs (Ramya & Kannan, 2013). Mismanaged workload and constant job pressure frustrates employees as they are unable to strike a balance in work-family life. BIH must adopt the practice of taking some vacations for the employees, so that they can refresh their minds and come back with more fresh and committed performances. This practice will also help hospital in maintaining work-life balance in their staff members lives.
Put Family First
Any guardian comprehends that bringing up a child is a full-time work in itself that might require impromptu consideration at any given point in the day. Organizations, give alternatives to parents for example, on location childcare administrations and the capacity to address family crises when they emerge, having reinforcement arranges inside of the organization to cover for representatives who have a very late family commitment(Sang & Powell, 2012).
This is an incredible procedure for organizations attempting to bolster staff members with high profession and family desire. Similarly, BIH must also practice the same rule for their staff members, as it will maintain balance in staff’s work and family lives. Furthermore, through such practices, employees also feel satisfied and relaxed, which enhance their performance.
Female staff members in hospital are confronted with a factor in their work life particularly, when they are also moms. The mother has critical responsibilities at home. For instance, working women and men could tackle low maintenance positions to ease or rush their re-entry into the workforce subsequent to having taken parental time. The organization too would benefit as it holds prepared staff and abstains from finding a substitution.
It is identified that many of staff at BIH has to look after young children and some also have to care for their elderly parents, they are called ‘Sandwich Generation’. Long and unsociable working hours, combined with long commuting times in Bangkok are taking a Physical and mental toll on them. Thus, such situations create work-family life misbalance for them. In order to reduce such misbalances, BIH need to adopt effective work-family life practices which could reduce their problems.
Diversity Management
Diversity management is distinguished as an issue for returning moms and remote nationals who feel administration treacherously support Thai staff over them in zones, for example, enrolment and staff advancement. To reduce impact of the issue, BIH must adopt above mentioned practices as they will help management in enhancing their efficiencies and reducing challenges for them.
Talent Management: Understand Talent Management Qualities and Challenges
It is essential that employers’ group know about their talent management techniques. BIH must audit them as a group every year; this will distinguish the best opportunities for drawing in and holding capable individuals. This will likewise help them to feel enabled and put resources into their hierarchical objectives. Hospital need to recognize their strengths and weaknesses regarding their employee’s talent and abilities (Vaiman, Scullion, & Collings, 2012). When BIH will recognize their strengths and abilities, they can adopt effective motivational strategies for retaining their talented workers. Furthermore, to enhance employee strengths talent management practices must also include training and development for talented employees.
Initiate the Right Individuals
Recognizing the recruitment needs for BIH is basic element rather than just selecting “living, breathing people”. Being proactive and taking an ideal opportunity to enlist the right individuals will pay profits in the maintenance, profitability, and execution of representatives. Furthermore, BIH must incorporate three basic appraisal criteria – social fit (practices), ability (capabilities to succeed), and ability to be produced for both the present position and future potential.
Assemble an Effective Leadership
Talent management is a complex process however, it is performed through integrating different effective practices (Stahl et al., 2012). Talent management should be possible through recognizing, connecting with, and holding top and high performer workers of the organization. To evade interruptions during critical times and expand worker’s capacity to hold their best ability, BIH must construct an ability pool from interior and outside sources of the organization. Connecting the recruiting and progression arranging processes in the organization must do talent management. Furthermore, BIH must execute a maintenance system for their top staff members and offer noteworthy career advancement ways.
Develop Understanding into Workforce
Talent management requires insight knowledge regarding the needs and wants of workforce. In Current business environment more than 70% cost is employee related. If major cost is on employees then it is essential that ROI on employees is also comparatively lucrative. If workforce is effectively managed it reduces costs and improve productivity (Demirbag, Glaister, & Tatoglu, 2015). BIH must get aware regarding the abilities and weaknesses of their workforce, as it will help management in assigning tasks. Planning and hiring decisions will also get efficient through following such practice. Employee’s level of thinking and satisfaction is also imperative to know by the management as it impact on their performance.
Conclusion
This study contains three major parts, which include employee motivation and engagement, talent management and recruitment through social media channels. All core issues concerning BIH are investigate and resolved in this report. BIH management is facing different challenges and hurdles due to their employee less motivation, dissatisfaction and less engagement. Hospital’s staffs i.e. nurses, surgeons and marketing executives are feeling de valued and became dissatisfied and frustrated due to their work-family life misbalance. However for that reason, BIH management need to redesign policies due to their employee dissatisfaction issue.
For reducing employee burnout and low performance, BIH need to implement Hertzberg two-factor theory of motivation, as it will lessen their issues of employee engagement and employee motivation. At second step, recruitment process is discussed through the help of social media channels. For reducing the issue of recruitment, BIH must use social media channel for staff recruitment.
Social media provide such effective platform, which help employers in accessing new talent from all over the world. Numerous benefits of social media will help BIH in enhancing the efficiency of their recruitment process. Furthermore, BIH need to adopt radical new work arrangements and adopt the latest Talent Management practices like flexibility of time, vocational practices etc. BIH must aim to recruit the best healthcare professionals but also develop, retain and deploy them in roles that will enhance the high levels of service that patients expect and foster innovation right across the organisation.
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