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Questions: 1. What Course of action would you recommend to the CEO in the first hospital as a way to Improve the Operation of HRM at the Hospital?2. What are the key features of building a Sustainable HR Capability? Answers: 1.HRM operations of Hospital According to Vermeeren et al., (2014), human resource management operation is one of the essential components of health care service that are provided by various hospitals. The overall quality of the Health Care services that are provided to the society are entirely dependent upon efficiency of human resources within the hospital that includes medical practitioners, nurses and mother Healthcare workers. It is the primary duty of the CEO of the hospital, to ensure proper recruitment of human resource within the Healthcare organisation in order to ensure that there is no compromise on the quality of Health Service that are being provided by the workers. High level of patient satisfaction is one of the key indicators that can help to evaluate the quality of health service. It is important for the hospital to recruit Healthcare workers with effective communication skills that are needed to deal with the challenges encountered the patient and their family. The patient satisfaction is also regarded as the function of employee satisfaction within the hospital. Hence, it is the responsibility of the CEO to ensure that all the employees of the Healthcare organisation are satisfied with the quality of environment within the workplace (De Koeijer et al., 2014). There are also various risks that are associated with the activity of the employees within the Healthcare sector. In this context, it is the responsibility of the management of the hospital to ensure that full safety protocols are being implemented within the workplace. This can help to ensure that all the medical equipment and instruments are being properly maintained and can be used effectively to provide best quality treatment to the patients. Soon after the recruitment process of the Healthcare workers, Human Resource Department of the hospital need to provide special training to all the workers in order to ensure that they are able to inherit the skills needed to deal with the challenge of critical task in the Healthcare environment. Special training also needed to be given to the health care workers and nurses, who have to deal with the duties in the emergency care department. This can help them to take effective decisions during the moment of crisis as to provide immediate intervention measures to stabilize the condition of critical patient. The medical practitioners are the primary employees within the hospital and quality of Healthcare Service is mainly dependent upon the capability of the doctors. Being one of the reputed Healthcare organisations it is essential for the CEO to ensure that doctors with high level of skills and experience are appointed. It is also essential to ensure that each department within the hospital has doctors with respective skills, who will be able to provide the best treatment to the patient (Cooke Bartram, 2015). Finally it is the duty of the SEO to regularly monitor the performance of each individual Health Care workers and nurses, which will help to ensure that there is no compromise on the quality of service that are being provided to the patient. There also should be strict protocol against any workers, who displays negligence in the performance level and are not able to provide the required treatment that are being needed for the patients. Khatri et al., (2017), have mentioned about maintaining high level of motivation among Healthcare workers which is an essential part of the duty of CEO. This is entirely dependent upon the leadership skills of the CEO. As the workers in the Health Care Unit have to deal with high level of stress within the workplace due to the critical cases, it is essential to maintain high level of motivation that can help to ensure that the workers are providing full potential within the workplace. The CEO must also regularly held meetings and discussion sessions with the workers in order to resolve all the issues within the workplace. 2.Key features of Sustainable HR capability Sustainability in the Human Resource Department is one of the key elements of sustainable business practice within the Health Care Unit. As the perception of the society about the quality of health care service is changing rapidly, it is essential for the Healthcare organisations to modify the protocols of human resource in order to fulfil the needs of the stakeholders (Pinzone et al., 2016). In many cases the organisations fail to fulfil the needs of the society, primary due to lack of sustainable organisational performance. The primary cause for this is due to the lack of effective leadership role and coordination among the employees. It is essential for the management of the Healthcare organisation to have commitment towards the society for providing equal Health Care service to all people irrespective of their cultural and social background. According to Kessler et al., (2017), it is essential for the Healthcare organisation to understand the expectation level of the patient in order to provide sustainability in the Human Resource Department. The critical role of human resource manager within the organisation is to have a fixed objective for the future that can help the employees to follow a fixed working protocol and maintain high level of internal coordination. It is also the ethical duty of the health care workers and nurses to respect the walking protocol within t he workplace and also ensure that they are able to provide full working capability within the Health Care Unit. With the help of proper reward and recognition system, it is possible for the hospital management to maintain high level of motivation among the workers. In many cases it has been seen that due to high stress in the workplace owing to the critical environment, it may not be possible for the Healthcare workers to maintain a perfect work life balance. Hence, there are cases where the workers are forced to leave the duty. This can highly compromise upon the sustainability within the human resource practice. Hence, it is essential for the Healthcare workers to regularly interact with psychological counsellors that can help them to overcome the stress within the workplace. The rapidly changing scenario of the Healthcare industry and new challenges being implemented due to discovery of new forms of diseases, it is essential for all Medical practitioners and Healthcare workers to display high level of working efficiency. This can effectively help to maintain sustainability within the Healthcare sector and the management can implement innovative strategies that can help to have high level of working strategy (De Lange et al., 2015). The CEO of the hospital plays the most important role that can help to maintain efficiency and sustainability within the Human Resource Department. This is mainly achieved with the help of effective leadership skills. References Cooke, F. L., Bartram, T. (2015). Guest editors introduction: human resource management in health care and elderly care: current challenges and toward a research agenda. Human Resource Management, 54(5), 711-735. De Koeijer, R. J., Paauwe, J., Huijsman, R. (2014). Toward a conceptual framework for exploring multilevel relationships between Lean Management and Six Sigma, enabling HRM, strategic climate and outcomes in healthcare. The International Journal of Human Resource Management, 25(21), 2911-2925. De Lange, A. H., Kooij, D. T. A. M., Van der Heijden, B. I. J. M. (2015). Human resource management and sustainability at work across the lifespan: An integrative perspective. Facing the challenges of a multi-age workforce: A use-inspired approach, 50-79. Kessler, I., Heron, P., Spilsbury, K. (2017). Human resource management innovation in health care: the institutionalisation of new support roles. Human Resource Management Journal, 27(2), 228-245. Khatri, N., Gupta, V., Varma, A. (2017). The relationship between HR capabilities and quality of patient care: the mediating role of proactive work behaviors. Human Resource Management, 56(4), 673-691. Pinzone, M., Guerci, M., Lettieri, E., Redman, T. (2016). Progressing in the change journey towards sustainability in healthcare: the role of GreenHRM. Journal of Cleaner Production, 122, 201-211. Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R. J., Van Beek, S. (2014). HRM and its effect on employee, organizational and financial outcomes in health care organizations. Human resources for health, 12(1), 3