Establishing an Effective Working Relationship

Scenario

Assume that you are a recently hired department manager within a sizeable health care provider organization. You came from a small organization where you and other managers enjoyed a cooperative working relationship with a two-person human resources department. In your new position, you quickly became dismayed at the adversarial relationship that seems to exist between many department managers and most members of the fifteen-person human resources department. You have heard a number of other managers speak disparagingly of the HR department, and in your first few contacts with HR you encountered considerable defensiveness.

Problem 1

Explain how you might be able to go about establishing an effective working relationship with human resources in the prevailing environment.

The best way to create a good working relationship is to understand the differences in teams. Every individual in the human resource department may have different qualities or personality traits.  Ultimately, there are some behavioral or managerial traits that are common among HR stakeholders. Thus, through sharing these common traits, the sustainable work relationship can be established. In a prevailing environment, people should have cared. For Instance, if a person in the human resource department comes up with a different view. Instead of violently opposing, considering the idea is a good approach to retain the member in the team. Supporting people in the department and encouraging them to streamline ideas, opinions, thoughts, and reservations can remove obstacles in establishing an effective working relationship.  In this case, the big issue is the poor people interaction that leads towards the poor working relationship. People skills need to be adopted or learned to interact with people in an effective manner. Instead of being defensive in the department, the manager or leader must focus on the emotional intelligence. It is a great source to contain emotional and sentimental attachments with other people in the department (Bach & Edwards, 2012).

Problem 2

In your opinion, how will the future human resource department in a healthcare setting look?

The human resource department in the healthcare setting will look effective in the future. The most important thing for all key stakeholders in the department is to create the culture of collaboration. In the healthcare setting, there is a need for a culture that supports information sharing, teamwork and collaborative decision-making process. In this contemporary business era, people in the departments have to create and sustain good relationships to enable the effective flow of information. The important thing for all key stakeholders of department members is to streamline the habit of effective listening (Bach & Edwards, 2012). In my opinion, the future human resource department is triggered by the positive environment. People have to listen to other people with respect. In short, all department stakeholders have to accept core values of the department in the future that can lead towards the remarkable integrity to meet goals and objectives. Relationship dissonance should be eliminated from the department, and constructive approaches to building a strong relationship should be encouraged. In health care, the human resource department has to show its credibility through exceptional outputs. These outcomes can be streamlined through creating the pertinent culture. The culture of the human resource department must be aligned with the culture of the organization (Talwar, 2006).

What do you believe will be the most critical issue facing human resource managers and leaders in health care in the future?

In the healthcare organization, managers and leaders may face some critical issues. For Instance, the main critical issue that managers and leaders may face in the healthcare organization is the communication. Lack of communication in the healthcare department can ruin the process and lead to destructive outcomes. Managers at the bottom-line may like to work according to their own will and expectations. On the other hand, leaders at the top level may fail to communicate some change. It seems a huge communication gap, which is obviously destructive for both human resource managers and leaders. The communication can be enhanced by the managers and leaders by creating the positive work environment and culture. Technology is the biggest factor that can enhance the visibility of the communication process between managers and leaders. The related issue is the inconsistency of the information on the department, and it can hurt stakeholder in the future healthcare setting. Now, to integrate with the modern business environment or trends, there is a need to eliminate the adversarial relationship from the department. Leaders want to change the process by communicating the vision and creating the urgency. On the other hand, managers can show their resistances by not adopting the communication traits (Shilling, 2017).

How do you plan to respond to these future pressures in a consistently changing and evolving environment?

In a consistently changing and evolving environment, the need for the pertinent plan to respond to this future pressure is mandatory. I would like to plan a team culture in the department. Different people will be working in different teams and sharing tasks. The biggest benefit that the human resource department can gain is effective communication. From the development stages of the team to task accomplishments, members will increase effective communication. Trends in doing business in the healthcare industry are changing. Thus, ongoing training and learning process for people or employees in the department is imperative to make the difference. In the changing business environment, people should also embrace the change, and training and learning are two major elements to meet objectives. In the pressure situation, my plan is to come up with some workable conflict resolution strategies. Conflict among team members is to be resolved immediately to sustain the work process and sustainable relationship. To me, creating the flexible HR culture in the healthcare organization is a good approach to integrate with some modern trends. Bringing versatility among department stakeholders is a big opportunity, and it must be utilized (Holbeche, 2012)

References

Bach, S., & Edwards, M. (2012). Managing Human Resources: Human Resource Management in Transition. John Wiley & Sons.

Holbeche, L. (2012). Aligning Human Resources and Business Strategy. Routledge.

Shilling, D. (2017). Complete Guide to Human Resources and the Law: 2018 Edition. Wolters Kluwer Law & Business.

Talwar, P. (2006). Human Resource Management. Gyan Publishing House.