Introduction
Management is one of the major concerns of the modern business world as it becomes the only way to achieve the success and sustainable growth of various organizations. Regarding the increased level of rivalry and the emergence of new demands to the quality of provided services, continuous improvement of the utilized approaches and strategies become the effective option for companies to raise and meet client’s expectations.
However, the sophistication of fundamental processes peculiar to the business sphere means that there is a need for an improved understanding of the successful elements of management among specialists responsible for growth. That is why the European Foundation for Quality Management (EFQM) Excellence Model acquires the top priority as the potent model that can be applied to various organizations to assess their functioning, determine areas that should be changed, and align their work in accordance with the suggested criteria.
Background
The given concept was created in 1988 with the primary aim to offer the framework beneficial for the organizations’ continuous improvement and evolution. It exists to support managers and other specialists in their attempts to acquire new skills needed for the alignment of effective models and the creation of the basis for further growth. EFQM shares knowledge and experiences that are critical for the modern world and contribute to the increased effectiveness and better performance (BQF, n.d).
Another important aspect is that it serves as the platform where multiple organizations cooperate and create new visions that can be applied in the future (BQF, n.d). At the moment, it remains one of the most popular business excellence models that is used by about 30.000 organizations that admit the positive shifts triggered by the integration of the approach into their functioning.
Criteria of Successful Functioning
EFQM offers a particular framework that can be used while assessing and managing the work of an organization. There are several pillars of successful functioning that should be touched upon to ensure that all existing demands to the quality are considered and used while creating a particular strategy. In the paper, the five fundamental aspects are suggested and discussed regarding the functioning of the HR department of a selected medical unit.
These are leadership, people, policies and strategies, resources, and processes, which become the most critical elements of any organization that aims at achieving a high level of performance and success (BQF, n.d). The use of the given fundamentals in the paper will help to improve understanding of EFQM’s main idea and evaluate the functioning of the selected unit to outline the existing strengths of the model and possibilities for its further implementation.
Purpose
Regarding the background information provided above, the offered paper follows a specific aim. The central purpose of the given work is to investigate the EFQM model using the selected HR department in the medical unit as the background of the research.
The introduction of the given goal is preconditioned by several aspects. First, it will help to acquire an improved understanding of the investigated model, its main pillars, and peculiarities of its implementation in the functioning of the organization. Second, using the selected department, the strengths of the model regarding the improvement of its work can be outlined. The given purpose can help to discuss the framework, analyze its effectiveness, and conclude about the opportunities for its implementation. In such a way, the central goal of the paper is justified and can be considered relevant.
Structure
Considering the formulated purpose, the report will have the following structure. First, a detailed description of the selected unit is provided to outline the core elements of its functioning, important areas, and the way the EFQM is implemented. Second, the paper will delve into the peculiarities of the model’s central criteria implementation and the way they are integrated with the functioning of the HR department. The next part is devoted to the evaluation of strengths that come from the utilization of the framework and benefits. Finally, the conclusion is made to discuss all takeaways and ideas that emerged during the analysis. The observation of the following outline will help to critically analyze the selected issue and understand the importance of EFQM in modern management.
Overview of the Selected Department
A human resource (HR) department of a certain hospital is selected as the background for the investigation. The name of the hospital will remain anonymous to preserve confidentiality and avoid ethical issues while discussing some aspects of its functioning. The selected department deals with administrative affairs in the selected unit. Its major activities are effective recruitment, observation of workplace safety, monitoring or relations among employees, labor compliance, training, and provision of opportunities for the further professional and personal development of the staff (Mathis, Jackson, Valentine, & Meglich, 2016).
At the moment, it is a critical element of the medical unit’s structure as it guarantees the absence of issues related to the staff’s functioning and the high level of their motivation. HR also regulates rewarding practices to monitor if there are appropriate stimuli for further development. Finally, it is responsible for the exaltation of current strategies and goals for health workers to be ready to engage in the needed activities and achieve success.
Application of Selected Criteria
One of the basic criteria of the EFQM excellence model is leadership as one of the core aspects needed for the effective functioning of an organization. In accordance with the given approach, inspirational leadership should be aligned with the existing purpose of a unit as it serves as the main motivator for growth and change (BQF, n.d.). Speaking about the HR department, its current activity is supporting leaders and providing them with the opportunity to manage the staff successfully by applying various models that can be considered appropriate regarding the existing environment.
In other words, application of the EFQM model to the given hospital helps to devote significant attention to the creation and cultivation of leaders who will be able to inspire other workers via their own example and solve problems without letting them become a serious barrier for the further improvement of the unit’s functioning (Armstrong & Kotler, 2016). Moreover, leaders should be assisted by providing them with the needed sources to achieve central goals.
Another criterion that should be applied is people, which presupposes maximization of workers’ contribution to the evolution of the organization via their development, growth, and involvement. One of the major tasks of the HR department is the creation of the appropriate working atmosphere that stimulates employees’ desire to engage in the appropriate activities and master professional skills (Mathis et al., 2016). For this reason, the given division organizes additional training and courses to ensure that the level of knowledge and competence among the staff remains high and they can provide care to patients in accordance with the latest demands to the quality.
The EFQM model emphasizes the necessity of a beneficial working environment, and the selected HR department tries to meet this demand as it is a pillar of stability, further growth, and patient satisfaction with the provided services.
The EFQM model also admits the increased importance of the effective policies utilized by the organization and aimed at the achievement of the outlined goal. As for the selected HR department, one of its core activities is the explanation of the current policies and monitoring that they are observed by all staff members. The rules presuppose the focus on the clients’ satisfaction, improved functioning, and better outcomes (Mathis et al., 2016). To comply with the given aspects, workers should be able to engage in the continuous improvement process as one of the core elements of the existing strategy. It also presupposes that all workers should be ready to cooperate with the HR department to provide information that can be used for the elimination of the existing biases or problematic issues that limit the health unit in its further development and create barriers preventing it from achieving the major goals.
There is also the need to devote significant attention to the available resources to guarantee that there are managed and distributed effectively. HR department’s main task is to provide workers with all the needed to avoid stagnation and decrease their ability to perform tasks appropriately (Mathis et al., 2016). Regarding the peculiarities of this sphere, the available resources might include rewards, additional courses and training, equipment needed for the further development and achievement of all outlined goals.
The success of the given aspect depends on the resources available for the hospital, which means that the application of the EFQM excellence model will help to achieve success at all levels and guarantee that the selected medical unit benefits from the correct and appropriate distribution of existing resources between all departments and facilities regarding their needs. It should be considered one of the core components of any organization as it results in its continuous growth.
Finally, the EFQM paradigm introduces the important criterion of processes that are critical for any organization regardless of the sphere in which it works. This aspect encompasses all activities that should be performed to achieve a competitive advantage and ensure that the company functions appropriately (BQF, n.d). At the same time, there are multiple challenges associated with the given aspect as the alignment of all processes demands improved cooperation among employees and their enhanced understanding of how to behave in various situations to achieve the required goal. Selected HR department provides detailed instructions on how to collaborate during meetings with the collective organized once a week.
Moreover, applying the selected criteria, the work of this very department, it is critical to ensure that the appropriate level of attention is given to the monitoring of the degree to which workers can meet requirements to the quality of these very processes and introduce changes if needed.
Strengths
As has already been stated, the application of the EFQM model provides various opportunities for the effective development of the company by outlining practices that can be considered obvious strengths. Assessing the work of the selected HR department, its central advantage is its compliance with the major assumptions of the chosen framework. The criteria mentioned above can be applied to the selected medical unit as its functioning is reconsidered to meet the new and diversified demands of patients. For this reason, one of the main strengths is the focus on the cultivation of the appropriate leadership model that will help to motivate workers and avoid problematic issues related to their collaboration (Amalnick & Zarrin, 2017).
Moreover, due to the effective work of the selected department, all available resources are distributed effectively, which results in the improved ability to promote better outcomes and provide care to patients appropriately. Another positive aspect that should be admitted in the functioning of this HR department is its focus on the existing goals and provision of extra training for the staff for its members to be able to achieve these purposes through the continuous self-development process.
Another HR department’s advantage is the utilization of the so-called RADAR model that is a potent tool for driving change and improvement of the main areas of the organization. The given abbreviation states for the critical aspects of success such as results, approaches, deploy, assess, and refine (BQF, n.d). It can be considered the main element of the EFQM approach as the utilization of RADAR contributes to the better management of improvement processes via the discovery of problematic areas and the creation of appropriate solutions to eliminate them.
The selected HR department utilizes this tool to guarantee that the existing approaches help to achieve outlined goals and available resources, including employees, can help to align the continuous improvement of the organization. Furthermore, it helps to remain informed about the current issues and consider them while creating a strategy needed for further growth (Oakland, 2014).
Recommendations
In general, the HR department’s functioning can be described as the effective one as it tries to follow the framework introduced by the EFQM. However, there are some recommendations that can be offered to achieve better results and guarantee the growing level of patients’ satisfaction.
First, more attention should be devoted to the development of partnerships and relations with other health units to share experiences and align the cooperation with guaranteeing the continuity of care for all clients and improving outcomes (Amalnick & Zarrin, 2017). Another recommendation is to continue implementing the EFQM model with the primary aim to meet the existing requirements for the quality of care and ensure that there is the basis for further development. Finally, the HR department should improve the work with communities as social responsibility is one of the elements of successful companies that are critical in its relations with the publicity.
Conclusion
Altogether, the EFQM excellence model can be considered a potent approach that provides modern companies with multiple tools and options to achieve success in contemporary society and create the basis for their further development. The analysis of the selected HR unit shows that organizations that utilize the given approach can be considered successful firms that have many options for their growth because of the ability to mind the most important issues and organize the environment that will contribute to the professional and personal development of all employees. Regardless of the fact that there are still some aspects that should be improved, the paper shows that the current strengths help the organization to achieve high levels of excellence and succeed.
References
Amalnick, S., & Zarrin, M. (2017). Performance assessment of human resource by integration of HSE and ergonomics and EFQM management system. International Journal of Health Care Quality Assurance, 30(2), 160-174. Web.
Armstrong, G., & Kotler, P. (2016). Marketing: An introduction (13th ed.). New York, NY: Pearson.
BQF. (n.d.). EFQM excellence model. Web.
Mathis, R., Jackson, J., Valentine, S., & Meglich, P. (2016). Human resource management (15th ed.). Boca Raton, FL: Cengage Learning.
Oakland, J. (2014). Total quality management and operational excellence: Text with cases (4th ed.). Routledge, London, UK: Routledge.