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Question: Discuss about theManaging Human Resourcesfor Training and Development. Answer: Introduction The report takes into consideration the case study in which the discussion is made on two hospitals. One is the hospital in which HRM activities are not taken into consideration and one hospital is that in which the HRM activities are considered. The report gives emphasis on the problems which should be resolved effectively so that the company can achieve its goals and objectives in effective manner. It gives main focus on the characteristics of HRM which can create smooth working if it is implemented in the organization. Human Resource management HRM is a connection of human resources with the strategic goals and objectives which enhances the culture of the organization and also enhances the overall performance of the business. If the performance is maintained in effective way then the organization can innovate and enhances the flexibility in effective way. HRM is concerned with the smooth implementing the strategies and also the activities which are included in HRM are selection, training and development. HRM gives support to the organization and also gives data about the strengths and weaknesses which are prevailing in the organization (Armstrong Taylor, 2014). Actions taken to enhance HRM There are many threats which the company faced for many actions which are taken into consideration for the purpose of improvement. The basic problems is faced in the policies and procedures so in this case the CEO or the head manager should see that the policies and procedures are clearly defined to the customers and also it should be in written form. The document which is made should be reliable and also accurate so that the employees cannot face any problem and can work in effective manner. Also the company should take into consideration the procedure to record the complaints of the employees by this the employee can work in effective way and can achieve their goals and objectives effectively (Knowles, Holton III Swanson, 2014).The manager or CEO should see that the complaints of the employees can be resolved in effective way and also there should be no conflicts between the customers. To minimize the absentees in the organization the manager or the CEO of the organization should take into consideration various motivational techniques which can encourage the employees to give their best. By this not only the performance is enhanced but also the company can easily achieve its profitability. The company should also provide promotional and flexible timings so that the employees feel good to work and give their best towards the work. Shortage of staff is also a main problem which the organization faces. It can give a major loss to the organization and also it can give negative impact on the goodwill of the organization. To reduce this problem the company has to give main focus on the management skills and also should give emphasis on recruiting employees who can give best results towards the organization (Bamberger, Biron Meshoulam, 2014). Features to create a sustainable HR capability Sustainability means to fulfill the needs and wants of the present without giving impact on the future outcomes. By taking into consideration HRM a linkage is made between the strategies which are given by the company and also with the human resources of the organization. The CEO of the organization and the management team plays a great role in establishing and maintaining relation with other employees of the organization (Storey, 2014).To construct a sustainable HRM the following characteristics can be taken into consideration: Change in culture strategy: By taking into consideration these strategies the manager has a training to deal with the employees who are working in the organization. It helps the manager to understand the working culture of the organization and also helps to enhance the level of satisfaction of the employees. Strategy based on service: By taking into consideration these strategies it is seen that employees should be provided services like vacation package, heath care package and also beauty care services so that they feel motivated and conduct their task in effective way (Purce, 2014). Strategy which is based on information: This strategy is concerned with the employees in this they are given intranet and also gives them assistance of relocation. It is necessary that every employee should have information which is concerned with the organization. It is essential so that the employees can work effectively and efficiently (Shafritz, Ott Jang, 2015). Strategy which is on monetary basis: By taking into consideration this strategy it is necessary that to each employee the monetary benefits should be given so that they can feel motivated and conduct their task in effective manner. By providing vouchers and also various other benefits enhances the level of satisfaction of the customers. Strategy based on time: By taking into consideration this strategy it is very important that the organization should set the working hours according to the employees. So that they can work in effective manner and give their best (Kehoe Wright, 2013). The HR practices that are sustainable enhance the motivation of the employees and also give training that develops the knowledge of employees. It motivate them to work for a long time in the organization and give them with accurate compensation which give positive impact and enhances the performance level of the employees (Beardwell Thompson, 2014). Conclusion The HRM function and the organization should be taken into consideration differently to resolve the problems in effective way. The sustainable HR gives direct impact on the performance of the employees and on the functions which are concerned with HR. HR is very essential for the organization to achieve the growth and also for implementing the strategies. The report gives proper evaluation of the HRM and also to take into consideration different policies and strategies which are beneficial for the organization. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bamberger, P. A., Biron, M., Meshoulam, I. (2014).Human resource strategy: Formulation, implementation, and impact. Routledge. Beardwell, J., Thompson, A. (2014).Human resource management: a contemporary approach. Pearson Education. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Knowles, M. S., Holton III, E. F., Swanson, R. A. (2014).The adult learner: The definitive classic in adult education and human resource development. Routledge. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Shafritz, J. M., Ott, J. S., Jang, Y. S. (2015).Classics of organization theory. Cengage Learning. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge.