Human Resources Management, also known as HRM, is a department within a company that hires employees, provides opportunities for enhancing their skills, maintaining, utilizing and compensating their services as it relates to the job and the requirements of the organization. The Human Resources Management Department also provides a coherent strategic approach in managing the people who work for the company and contribute to achieving the business objectives that are formally laid out in the company’s business plan.

HRM strategies are essential in running a business effectively. Some of the key components of HRM strategies include close cooperation between senior management and the Human Resources (HR) Department, consistent and continuous monitoring of HRM strategies, and developing a HRM strategy that directly correlates to corporate strategy. Because of the consistent changes that have occurred over the years in HRM, many opportunities have become available to HRM Departments all over the world across many areas of discipline, especially health care.Potthoff and Ryan (2004) discusses improving Human Resources Management to maximize the potential of the organization and its employees in the healthcare industry. They clearly state that “as the health care industry affects the welfare of people worldwide, it is important for this industry to function optimally” (Potthoff & Ryan, 2004, p 37).

Wicks, St. Clair, and Kinney (2007) discusses the development of the Balanced Scoreboard (BSC). The original purpose of this method was used to prioritize activities to assist meeting health care industry business expectations as well as to communicate strategies.It is now used evaluate employee performance as well as management performance. Alfawaz (2008) discusses how adopted enterprise resource planning (ERP) in health care facilities in Saudi Arabia will be beneficial to the health care system. Althuanian (2008) discusses the difficulties and threats the health care industry in the Kingdom of Saudi Arabia is currently facing and how the Balanced Scoreboard can be adopted as a tool to making those changes.

Kabene et al (2006) discusses global health care and the significant role Human Resources Management plays in effective and efficient delivery of health care services and how it can improve the quality of patient health. Methodology The research outlined in this paper is based on qualitative data in the form of an explanatory study. The goal of the study is to provide a detailed analysis of the importance of integrating Human Resources Management as a partner in strategy within health care organizations.Surveys, questionnaires, and direct observations on how well health care management personnel perform will be the primary tools in collecting data.

Three health care organizations operating in Saudi Arabia will be the primary target population for this study. One will be a non-profit run health care organization, the second will be a privately owned run health care organization, and the third will be a Government run organization. The three health care organizations will be randomly selected to avoid bias and possible contamination of data collection and the outcome of the study.Data will be collected using paper based surveys and questionnaires as well as conducting interviews with employees and HRM managers employed at these three health care facilities.

Conclusion It is expected that the results of this research study will significantly enhance strategic techniques used in Human Resources in the field of health care throughout Saudi Arabia. The results will be analyzed thoroughly and appropriate recommendations will be made as deemed appropriate with the participating health care organizations targeted in this study.