Read the article by Li-Qun Wei titled “Strategic Human Resource Management: Determinants of Fit.” This article discusses strategic human resources. After reading the article, please analyze the scenario below. Wei , L.-Q. (2006). Strategic human resource management: Determinants of fit. Research and Practice in Human Resource Management , 14(2), 49-60. Retrieved from auth=CAS&url= p=AONE&sw=w&u=oran95108&v=2.1&id=GALE%7CA168632033&it=r&asid=8473ecc88ab9c8bb359fbd23d585086e You have accepted the position of vice president of human resources for the company A Wonderful Healthcare Place to Work, Inc. You start your new career by meeting employees throughout all levels in the organization and by studying policies, procedures, and files held by the organization on employees, events, and activities surrounding people issues with the firm. One common theme you hear at all levels of employees is the “company does not care about me.” When those same employees were questioned about this, they cannot give you specific information as to why they feel this way. One area that you find interesting when you begin to study policy and procedure is that you find no indication of howpeople are held accountable for their work. You find no performance measures, no records that would indicate that labor costs are being tracked to determine efficiency or effectiveness of people’s work, and no method to determine howand when raises to both hourly and salaried employees should occur. You cannot find where the company tracks either hourly or salaried absenteeism or tardiness. You ask to see a breakdown of employees by gender, race, age, disability accommodation, and by job classification only to find this has never been tracked. One of the things you notice is that apart from the president, there seem to be no females in the firm. You also notice there seems to be only white males working there. You see no one who seems to be over 30 years of age. When you talk to people about their backgrounds, you find very fewwith any education past high school. Most employees seem to have worked for the firm less than 2 years. You ask for a record of voluntary and involuntary turnover, and you are told this is not available. You ask for the most recent wage and salary survey along with benefits surveys, and you are told this has never been done. You ask for the previous year’s goals and objectives for the human resources department, and you are informed the former VP just told the employees to “do what they were told since things change a lot around here.” You meet with your boss, the president of the firm. She informs you that she expects you to turn the “people” factor into a strategic weapon that will help the firm beat the competition by having better, more engaged employees who are more in tune with the company’s vision, mission, and goals. This is why you were hired and will make the big bucks! As vice president of a firm, it will be necessary that you understand the strategic implications of your employees. In your response be sure to address the following items: 1. Define the human resource planning process, and how will you leverage your employee’s value so the organization gains a competitive advantage over its competitors. 2. What are the HR management roles in health care, and what will be the issues and challenges you face in order to insure you are working strategically in HR? How is HR strategy different from organizational strategy? 3. What will your employees look and act like in the future? Summarize the expected changes from today’s workforce, and discuss the changes in the condition of work in the healthcare workplace that may need to take place. 4. Consider how the article’s determinants of horizontal and vertical fit factor of organizational culture affects your decision in this situation. Your case study paper should be at least two pages in length. In your response to the case study, be sure to include academic sources to support your positions/conclusions. You are required to use the textbook, the Wei article, and at least one additional outside source. Be sure that your analysis is highly relevant, thorough, and remains on topic. Accuracy should be strong, with close attention to detail in all parts of the assignment. Writing should be clear and concise with solid sentence structure and should be free of grammar, punctuation, and spelling errors. All sources used must be referenced; paraphrased and quoted material must have accompanying citations in APA style.

Flynn, W. J., Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2016). Healthcare human resource management (3rd ed.). Boston, MA: Cengage Learning.