为了解决这些问题，本文使用了CHRM (Co adaptive Human Resource Management)。
步骤2:指出在有限的财务资源下，员工倦怠是需要解决的主要问题(Parry, Stavrou and Lazarova, 2013)。
步骤4:CHRM可以是实际的实现。管理层应该分配给员工可行的任务，让他们实际完成。需要的资源应该给予员工实际职能(Armstrong and Taylor, 2014)。
第五步:定期表扬能够满足工作环境要求的员工。他们应该得到无形的奖励，管理层应该提供给员工。这一进程应具有透明度，并应始终保持组织的公正性。带来组织文化变革是一种根本需要(Parry, Stavrou and Lazarova, 2013)。这将通过更多的员工奖励计划来实现，同时也允许员工在公司里自由地从事相关的宠物项目。
这项工作的实施需要2 – 3个月的时间。
To address these issues the CHRM (Co adaptive Human Resource Management) has been used in this discussion.
From macroscopic and microscopic analysis, it is quite clear that the employee should brace themselves for more challenges in the work place.
From the SWOT analysis of the hospital it has been prescribed that the company uses the method of SO strategy to address the threats and weaknesses. The company has employees that lack morale.
Step 1:The management should actively listen to the needs of the employees. They should document the employee views. They should audit the operations and identify the expenses associated with patient care. Managed patient care services should be reevaluated. Governmental regulations and the methods adopted by the other hospitals should be factored in while creation of a strategy. By applying the principles of CHRM it is important to understand that the people should change and there should be alignment of the employee growth with the overall vision of the company. There is a need to change the organizational culture.
Step 2:States that employee burnout is the main issue that needs to be addressed with the limited amount of financial resources (Parry, Stavrou and Lazarova, 2013).
Step 3:This cannot be addressed by the management alone because there is a need for the employee views. There should be discussion with the employees to increase the effectiveness of the resources and understand what they would need to function better. Feasibility and acceptability analysis can be completed within this time period.
The time taken for the strategy formulation should be between 10 to 14 days.
Step 4:The CHRM can be the actual implementation.The management should assign tasks that are feasible for the employees to actually complete. The required resources should be given to the employees to actually functions (Armstrong and Taylor, 2014).
Step 5:Employees who are able to meet the demands of the work environment should be regularly praised. There should be intangible rewards given to them and the management should provide the employees. There should be transparency of the process and organizational justice should be maintained at all times. There is a fundamental need to bring organizational culture change (Parry, Stavrou and Lazarova, 2013). This will be done by having more employee reward programs and also allowing employee free time to pursue related pet projects in the company.
This implementation of the work should take 2 to 3 months.