Banksia Case Study
TABLE OF CONTENTS
Executive Summary 2
1. Introduction – Banksia Health Service 3
2. Strategic HRM-Performance Model (Nankervis, et al, 2005) 3
3. Identifying HR Challanges at Banksia 4 1. Lack of consistency 4 2. Lack of understanding HR and its importance 5 3. Lack of strategic management of HR policies and training 5 4. Lack of communication 5
4. Understanding the HR Challenges and Possible Solutions 6
5. Recommendations 7 1. HR department 8 2. Job Analysis of the HR Manager 8 1. Recruitment and Selection 8 2. Training and Development 8 3. Compensation and Benefits 8 4. Employee Relations 9 5. Rules and Regulations 9
6. Conclusion 9
Executive Summary
Banksia is a medium-sized hospital based in a rural area which has expanded to now having several sites spread over a larger geographical area. Due to a less-than-stellar review and having been found to have been engaging industrial relations disputes, the organisation restructured to introduce a more decentralised organisational structure. Banksia was also shown to be behind in HR policies and procedures.
Using the Strategic HRM-Performance Model by Nankervis, et al, 2005 as a guide, four sources of HR challenges were identified, that is, a lack of consistency, understanding of HR, of strategic management of HR policies and training, and a lack of communication.
The below case analysis looks into each afore mentioned challenge, and attempts to provide alternative strategies and solutions from studying the model and its understanding of HR and its relation to business performance and bottom line.
In conclusion, it was found that for Banksia, it is highly recommended that a HR department be created and headed by a strong HR manager to ensure consistent and accurate relaying of HR policies and procedures to prevent misconceptions and
Executive Summary 2
1. Introduction – Banksia Health Service 3
2. Strategic HRM-Performance Model (Nankervis, et al, 2005) 3
3. Identifying HR Challanges at Banksia 4 1. Lack of consistency 4 2. Lack of understanding HR and its importance 5 3. Lack of strategic management of HR policies and training 5 4. Lack of communication 5
4. Understanding the HR Challenges and Possible Solutions 6
5. Recommendations 7 1. HR department 8 2. Job Analysis of the HR Manager 8 1. Recruitment and Selection 8 2. Training and Development 8 3. Compensation and Benefits 8 4. Employee Relations 9 5. Rules and Regulations 9
6. Conclusion 9
Executive Summary
Banksia is a medium-sized hospital based in a rural area which has expanded to now having several sites spread over a larger geographical area. Due to a less-than-stellar review and having been found to have been engaging industrial relations disputes, the organisation restructured to introduce a more decentralised organisational structure. Banksia was also shown to be behind in HR policies and procedures.
Using the Strategic HRM-Performance Model by Nankervis, et al, 2005 as a guide, four sources of HR challenges were identified, that is, a lack of consistency, understanding of HR, of strategic management of HR policies and training, and a lack of communication.
The below case analysis looks into each afore mentioned challenge, and attempts to provide alternative strategies and solutions from studying the model and its understanding of HR and its relation to business performance and bottom line.
In conclusion, it was found that for Banksia, it is highly recommended that a HR department be created and headed by a strong HR manager to ensure consistent and accurate relaying of HR policies and procedures to prevent misconceptions and
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