Description
Please complete all assignments
Part 1
How can effective human resources management (HRM) practices and policies enhance a health care organization’s competitive advantage? Discuss 2 current HRM practices that a health care organization can utilize to improve organizational and employee performance.
The initial post should be at least 400–600 words.
Note: Use APA style to cite at least 2 scholarly sources from the last 5 years.
Part 2
- Identify 4 types of health care professionals found in a typical acute-care hospital or post-acute care facility. Be sure to describe educational levels and credentialing requirements of the professions you discuss.
- Explain why it is important for organizations to effectively screen potential employees.
- Discuss the concept of progressive discipline and the importance of effective termination procedures.
Your paper should be 3-4 written pages, excluding cover page, abstract page, and reference page.
Part 3
Consideration of workforce diversity is a part of HRM. Respond and discuss the following with your classmates and instructor:
- What comprises workforce diversity?
- What is the responsibility of the Human Resources Department to address this, for example in the selection and retention of employees.
- Are there legal and ethical ramifications of maintaining a diverse workforce?
- What are some of the diversity ramifications, and how do health care organizations characterize components such as various minority programs?
- For a healthcare organization, why would workforce diversity relate to health equity?
- Is there a relationship between workforce diversity and improvements in patient care?
The initial post should be at least 400-600 words.
Note: Use APA style to cite at least 2 scholarly sources from the last 5 years.
Part 4
Having a written plan for the recruitment and selection of employees is imperative in any organization, especially health care, due to the many issues that could arise (e.g., legal, union, not meeting government regulations). For this assignment, you have been tasked to create a recruitment and selection plan for an urgent-care clinic. Write a paper of 3-4 pages that, at a minimum, includes the following:
- General overview of the recruitment process
- Recruitment sources
- How the recruitment of positions will be marketed/communicated
- How the effectiveness of recruitment will be measured
- What selection tools will be used to select potential employees
- Any legal and ethical concerns and regulations that must/should be considered when making hiring decisions.
Your paper should be 3-4 written pages, excluding cover page, abstract page, and reference page.
Note: Use APA style to cite at least 5 scholarly sources from the last 5 years.
Part 5
Within the Discussion Board area, write 400-600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.
Explain the importance of performance management in a health care organization. Additionally, choose one method of performance management (e.g., team-based, 360-degree feedback, individual based), and define the concept, and provide 2–3 pros and cons of that method.
Note: Use APA style to cite at least 2 scholarly sources from the last 5 years.
Part 6
In any health care organization, employees seek good job satisfaction, and employers seek good performance. This can partly be achieved through a good compensation system. For this assignment, address the following:
- Describe in detail 3-4 goals that a compensation program should attempt to achieve.
- Explain and discuss some of the unique dilemmas health care organizations face when creating a compensation system.
- Describe the systematic approach health care organizations may use to determine the monetary value of a job.
The paper should be 3-4 written pages, excluding cover page, abstract page, and reference page.
Note: Use APA style to cite at least 5 scholarly sources from the last 5 years.
Part 7
Within the Discussion Board area, write 400-600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.
It is important that health care organizations train and mentor potential successors for critical positions. One way organizations do that is through succession planning. Define succession planning, explain its importance to organizational vitality, and discuss the succession planning process.
The initial post should be at least 400-600 words.
Note: Use APA style to cite at least 2 scholarly sources from the last 5 years.
Part 8
Benefits are quite possibly one of the most important recruitment and retention tools that an organization has. For this assignment, you are tasked to create a benefits package for employees at your local health care organization. (This can be a fictional health care organization).
- Discuss and explain the mandatory benefits that the organization must provide to their employees.
- Additionally, choose 3–4 voluntary benefits that your organization will provide to each employee and why those benefits are important in recruiting and retaining health care professionals.
- In choosing the voluntary benefits, make sure you include your rationale for choosing those benefits and provide a full description of each benefit.
Your paper should be 3-4 written pages, excluding cover page, abstract page, and reference page.
Note: Use APA style to cite at least 5 scholarly sources from the last 5 years.
Part 9
Within the Discussion Board area, write 400-600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.
Discuss the 3 phases of the labor relations process: recognition phase, negotiation phase, and administration phase. Why is it important for human resources managers to have an understanding of labor relations?
The initial post should be at least 400-600 words.
Note: Use APA style to cite at least 2 scholarly sources from the last 5 years.
Part 10
Synthesizing what you have learned throughout the course, develop a human resources plan or strategy for an urgent-care clinic.
At a minimum, your plan or strategy should consider the following:
- Staffing
- Recruitment
- Retention
- Development
- Compensation
Your paper should be 4-6 written pages, excluding cover page, abstract page, and reference page.
Note: Use APA style to cite at least 5 scholarly sources from the last 5 years.
Explanation & Answer
Attached.
Running head: RW HEALTHCARE ASSIGNMENTS
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RW Healthcare assignments
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RW HEALTHCARE ASSIGNMENTS
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RW HEALTHCARE ASSIGNMENTS
PART ONE
Healthcare organizations can use various ways to enhance an organization's competitive
advantage. This can be achieved by hiring experienced professionals. Human resource professions
show variations on the level of skills and knowledge. Upgrading the HR department by recruiting
specialists helps in assigning strategic roles to the employee which is an integral aspect of gaining
competitive advantage. Also, giving leadership positions to human resource assist the company
in gaining a competitive advantage. Human resource management department uses job
descriptions to fill the vacant positions. In a healthcare organization, the HR provides insights on
the recruitment, tactics and pay which allows the selections of an employee from a pool of talent.
Also, the healthcare organization can give the HR department a mandate to monitor the
employee's job performance, customer relations and the morale of the employees. Through training
programs, the employees are taught in various ways of improving productivity and efficiency.
Consequently, increased employee productivity would have a direct increase on organizational
productivity levels (Gorman et al, 2017). Finally, the healthcare organization can embark on
programs that monitor the performance of the employees. Through continuous reviews and
evaluations, the HR department able to spot talents which are an added advantage to the healthcare
organization. Providing talented employees with special training leads to diversification of
knowledge and skills which adds to the competitive advantage of the company.
To improve organizational and employee performance, healthcare organizations need to
engage the employees. Employee engagement builds a strong understanding of business strategies
among the employees. This exposes the employees to the key competitors, the customers and their
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role in product and service differentiation. Also, employee engagement builds trust which
promotes employee job commitment. In addition to employee engagement, strategic training and
developments improve both employee and organizational performance. According to Veth et al
(2017), the business environment is faced with technological changes which influence the needs
of the customers.
Also, developing career-paths improves performance. This ensures that employees
progress to different roles which are in line with personal goals. Consequently, employee training
and development leads to increased satisfaction and work morale. Investing in employees is an
indication that the organizations value their employees. However, employees who feel more
appreciated through training and development activities report high levels of job satisfaction.
Finally, providing employees with training and development opportunities reduces employee
turnover. Employees who feel valued and appreciated have lower a lower chance of switching the
employers thus reducing the recruitment cost.
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Reference
Gorman, C. A., Meriac, J. P., Roch, S. G., Ray, J. L., & Gamble, J. S. (2017). An exploratory study
of current performance management practices: Human resource executives' perspectives.
International Journal of Selection and Assessment, 25(2), 193-202.
Veth, K. N., Korzilius, H. P., Van der Heijden, B. I., Emans, B. J., & De Lange, A. H. (2017).
Which HRM practices enhance employee outcomes at work across the life-span?. The
international journal of human resource management, 1-32.
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PART TWO
There is are different healthcare professionals in acute-care hospitals. The doctors assess
and manage the medical care of patients in acute-care hospitals. However, depending on the
condition under care, doctors can assume various roles like senior consultants, registrars, and
residents. The education requirements for acute care doctors include a bachelor's degree in
medicine and completion of the medical school. To practice in an acute-care hospital, the physician
must be licensed and be certified by the board and be a holder of specialty certificate. In addition
to doctors, nurses are medical professionals who work in acute-care hospitals (Buettner, 2017).
The acute care nurse does provide care services to critically ill patients. Also, the nurses can
conduct patient family education on disease management. Nevertheless, the acute care nurse must
have a state license which is awarded after graduating and passing the examination administered
by the National Council Licensure. Nevertheless, there is a variation of the licenses given to the
acute care nurses who are dependent on the level of critical care.
Also, psychiatrists do work in acute care hospitals for occupational therapy. The main roles
of a psychiatrist in an acute care hospital are to assist patients in maximizing performance through
activities like self-care, social participation, and home management. Also, it is the role of a
psychiatrist to address the behavioral, physical and mental needs of the patients as well as
developing protocols which promote occupational therapy. To be a psychiatrist in an acute-care
facility, one must meet the following qualifications; have a bachelor's degree, pursue a degree in
medicine and complete a four-year residency training. Also, the psychiatrist must have a license
to practice from the States' medical board. Also, the psychiatrist to be certified by the American
Board of Psychiatry and Neurology (ABPN). The pediatric nurse practitioner (PNPs) is also a
healthcare practitioner in the acute-care hospital. The PNPs in acute care hospitals must be holders
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of a master's degree in nursing from an accredited nursing organization. Also, the PNPs must be
certified by the Pediatric Nursing Certification Board or the American Association of Critical-Care
Nurses. However, the PNPs must be holders of Registered Nurse license.
Employers who conduct effective screening of employees provide also of benefits to the
organization. Through screening, the employees with the required skills and knowledge are
selected. Having a pool of talented and highly skilled employee's leads to increased organizational
productivity. Generally, most resumes and application letters contain inaccuracies and dishonesty
which would cost the organization (Mossialos et al, 2015). However, a thorough screening of the
employees would discourage dishonest candidates from unqualified persons. Consequently,
recruiting the right employees to lead to a reduction in employee turnover. This is because
background screening out rule the factors encouraging employee turnover. Having the right
employees lead to long-term organizational benefits like increased customer satisfaction,
improved quality and increased productivity.
Secondly, employee screening reduces unaggressive employee misconduct. This includes
activities like fraud, theft of organizations' assets, identity theft and solicitation among others.
Conducting pre-employment employee screening exposes applicants who have a record of
misconduct at the workplace. Some commonly used pre-employment checks include records of
theft and recommendations from the previous employers. However, most employers fear to expose
the employee's misconduct even though they are protected by the case when they provide accurate
and true information about the employee (Mossialos et al, 2015). Also, an employer conducting
pre-employment screening can focus on facts like credits, driving violations, and bankruptcy. For
example, a bankrupt employee is likely to steal from the company.
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Progressive discipline refers to the process on the act of dealing with work-related behavior
which has failed to meet the set and communication standards for job performance. The main
objective for progressive discipline is to help the employees understand the there is room for
improvement. In handling progressive discipline, the employer counsels the employee about the
employee's job performance (White, Dudley-Brown & Terhaar, 2016). The main goal is to make
the employee understand the issues leading to poor job performance and the organization goals. In
the case where counseling the employee fails, a verbal reprimand can be used. In extreme cases of
progressive discipline a written warning is issued to the employee.
Following the right termination procedures reduce the chance of being sued by the
terminated employee. Some laws protect employees from unfair job termination. Violating these
laws can cost the organization if the employee decides to file a lawsuit against the organization.
Also, following the correct termination procedures save the reputation of the organization. The
terminated employee can decide to ruin the reputation of the org...
