HR Management and Decision Science

Boudreau and Ramstad (2002) have asserted that the human resource management (HRM) profession is at a critical inflection point, poised between its traditional focus on support services and program delivery to organizational clients and its potential role as a true decision science. For HRM to evolve into a decision science, it will be necessary in the view of Boudreau and Ramstad (2002) for professionals in the field to become more focused on the use of sophisticated measurement techniques and statistical procedures to assess "talentship," defined as the capacity to identify actual and potential talent in workers, to mold and motivate emergence of that talent, and to link organizational needs to available talent (skills, expertise, knowledge and so forth). At issue herein is a description of the research surrounding the measurement of HRM and its relationship to efficiency, effectiveness and impact to the organization û leading ultimately to a practical model applicable to the Health Care industry.

A central research effort in this area was undertaken by Boudreau and Ramstad (2002), who note that contemporary organizations seeking efficiency and a viable return on investment (ROI) on all expenditures including those under the aegis of HRM and attention to human capital must demonstrate with data that their HRM strategies significantly enhance competitive advantage. It is no longer sufficient, in their view, to have HRM

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al subject. References Emergency Nurses Association. (2003). Position Statement: Staffing and productivity in the emergency care setting. Available at www.ena.org/about/position/PDFs/Staffing -Productivity.pdf. Lindsey, G. & Kleiner, B. (2005). Nurse residency program: An effective tool for recruitment and retention. Journal of Health Care Finance, 31(3), 25-32. Lowe, A., Gaworski, S., & Henry, A. (2004). Click here for nursing jobs: A virtual tour and quick contact with managers improves online recruitment efforts. HRMagazine, 49(5), 101-103. Noe, R., Hollenbeck, J., Gehrhart, B., & Wright, P. (2006). Human Resource Management: Gaining a Competitive Advantage. New York: McGraw Hill. Ragsdale, M.A. & Mueller, J. (2005). Plan, do, study, act model to improve an orientation program. Journal of Nursing Care Quality, 20(3), 268-272. Tallman, R. & Bruning, N.S. (2005). Hospital nurses' intentions to remain: Exploring a northern context. The Health Care Manager, 24(1), 32-43. HRM and ER Quality Differentiation Tay (2003) asserted that quality differentiation has become increasingly important in the hospital industry in large measure because the choices
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Approximate Word count = 9788
Approximate Pages = 39 (250 words per page)

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