Summary Of The MHC Strategy

(1) Describe MHC’s strategy in terms of market position. Also, identify the type of external environment MHC is operating in and the degree to which the strategy matches the environment.
MHC’s strategic planning process provided two marketing strategies to directly handle the fluctuating business climate. Their main area of focus was technology by transforming into a leader in the evolution of new health care technologies and procedures. MHC perceived the new technologies and procedures would grant rapid financial growth, thus diminishing the hospitals' costs. The new technology would also be promoted to other health care providers, producing an additional revenue stream. The obstacles MHC faced were new technologies and procedures were
MHC must acquire an HRIS that would supply compelling evidence of the competency levels of each employee. Training programs with educational objectives and measurements of learning need to be implemented. Training development, whether it is in the form of on the job or classroom training, needs to be applicable to the occupation standard. The HRD will be responsible for assessing the outcome of the training and determine if it meets the objectives to accomplish a successful execution of the MHC strategy. If not, then modifications to the training program need to be
54), will assist the HRD in developing the criteria for implementing a changed environment. The HRD manager should inform the executive/management group that numerous crucial positions do not have the skill set necessary to successfully execute the strategy. The HRD manager must stress the value of putting into operation an HRIS system that will detect KSA requirements to accomplish the strategy.
(6) Given the strategy, what tactical activities can the HR unit in general, and HRD specifically, develop to support the strategy (be sure to include the implementation of the HRIS)? Identify sources of support and sources of resistance to these tactical activities and point out any areas in which collaborating with the OD unit would be advisable.
Opposition to change frequently occurs. An HRIS system needs to be employed to maintain information on employees including, but not limited to, salary, position, evaluations, and job descriptions. The process of recruiting and selecting employees should include a progression plan for the position being hired for. Established goals and capability requirements including performance obstacles should be detailed for every position at MHC. A paradigm outlining training needs, development plans and evaluation should be completed for each