学院论文代写：员工管理
为了解决这些问题，本文使用了CHRM (Co adaptive Human Resource Management)。
从宏观和微观的分析，很明显，员工应该做好准备迎接工作中更多的挑战。
从医院的SWOT分析中可以看出，公司采用SO战略的方法来解决威胁和弱点。这家公司的员工缺乏士气。
战略制定
第一步:管理层应该积极倾听员工的需求。他们应该记录员工的观点。他们应该审核手术并确定与病人护理相关的费用。应重新评估管理的病人护理服务。在制定战略时，应考虑政府法规和其他医院采用的方法。通过应用CHRM的原则，重要的是要理解员工应该改变，员工的成长应该与公司的整体愿景保持一致。有必要改变组织文化。
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3:管理层不能单独解决这个问题，因为需要员工视图。应该与员工进行讨论，以提高资源的有效性，并了解他们需要什么才能更好地发挥作用。在此期间完成可行性和可接受性分析。
制定战略所花的时间应在10至14天之间。
学院论文代写：员工管理
战略实施
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。
学院论文代写：员工管理
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.
Strategy formulation
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.
学院论文代写：员工管理
Strategy implementation
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.