Assignment 3: Human Resources Planning and Employee Relations

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Assignment 3: Human Resources Planning and Employee Relations

Due Week 10 and worth 360 points

Building on the work that you completed in Assignment 2, continue evaluating the role of functions HR in creating a set of Human Resources’ policies and procedures for the acute care hospital.

Write a five to six (5-6) page paper in which you:

  1. Explain the importance of maintaining accurate and objective employee records, indicating the consequences that may result from lack of record keeping. Provide support for your rationale.
  2. Provide an example of formal and an example of informal documentation that would normally be maintained in an employee file, indicating how each is likely to protect an employer.
  3. Determine the most significant factor that will ensure an effective legal termination, indicating the most likely way employees can protect themselves from termination in a downsizing situation. Provide support for your rationale.
  4. Analyze two (2) major challenges that today’s health care leaders face in trying to uphold the ethics of critique, justice, and caring, indicating how managers can balance the need for ethics with employee and organizational needs.
  5. Create a detailed outline of an effective succession planning process that will help ensure a smooth transition as members of the management team at your organization begin to retire. (The plan should prescribe, at a minimum, how to identify employees for advancement, training and development programs, mentorships, and a timeline for preparing leaders for their role.)
  6. From both a management and employee perspective, justify or dispute unionization. Provide support for your rationale.
  7. Suggest the best way in which HR can continue to be an effective strategic partner in helping this organization achieve its future goals. Provide support for your rationale.
  8. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

  • Analyze the unique aspects of managing human resources in health care organizations.
  • Demonstrate the importance of HR as a strategic partner in health care organizations.
  • Analyze the impact of labor unions on the health care industry.
  • Use technology and information resources to research issues in health services human resource management.
  • Write clearly and concisely about health services human resource management using proper writing mechanics.

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.

Avoid writing in first person (I), first person plural (we or us), and second person (you or your).

Use APA headings to identify each section as you write, for example:

Keeping Accurate Employee Files

Types of Documentation

Cite your research sources in the body of your paper. Check your Safe Assign score and make sure it’s well below 50%.

Follow APA rules for formatting pages, headings, and citation

Unformatted Attachment Preview

Running head: HUMAN RESOURCE POLICIES Assignment 2: Human Resource Policies and Procedures Marquetta Phillips Professor: Dr. Jo-Rene Queensberry Date: February 22, 2018 1 HUMAN RESOURCE POLICIES 2 The human resource manager performs a crucial role in any firm. Having a knowledgeable human resource manager in organizations helps in making sure that processes such as hiring, training of new employees and compensation are all undertaken using the right procedure. In healthcare organizations, the human resources manager performs these roles more sensitively to ensure that the healthcare organization provides quality care to patients. This study will explore human resource policies and processes from the given scenario. The Influence of Joint Commission on HR Policies and Procedures A joint commission is a nonprofit and independent organization that sets standards as well as accrediting healthcare organizations. The joint commission improves the safety and quality of care which is provided to the public through accrediting health care and other services which support the improvement of care offered to the public (Roberts, Coale & Redman, 1987). The basic functions of HRM have been influenced by the joint commission in many ways. For example, according to the joint commission, hospitals ought to have leaders who can plan, direct, coordinate health professions in enhancing care and treatment for the public. To this end, the joint commission has made it imperative for the HRM to focus solely on enhancing care services offered to the community. For example, the HRM ensures that new hires possess the required skills and adhere to the health care code of ethics in their practice. Through this, the HRM has been able to offer quality care to the community at large. Apparently, from these policies and procedures, the acute care organization will improve in the area of providing care to the public. This is because when the hiring process is based on competence, the health professionals provide quality care to the community. Besides, the guidelines and procedures of the joint commission when followed by the health organization helps in adhering to health code of conduct which HUMAN RESOURCE POLICIES 3 further boosts the services offered to patients. This will lead to growth and development of the healthcare organization in the long run. The Importance of Collaboration Between HR and Managers for Effective Hiring Practices The overarching reason as to why both human resource and managers ought to work together is simply because they have a vested interest in seeing the organization achieve the set objectives and goals. For this acute care hospital, it is imperative for the human resource to collaborate with managers for effective hiring practices. The main role of the human resource is to support workforce needs of the hospital. As such, a collaboration of human resource and managers is essential in that it helps in the communication of the two areas to determine the skills and qualifications required in the various department in the organization. Regular communication between the human resource and managers helps to determine the needs of the health organization and the best way to solve them. For instance, when there is a need for a new employee, the two will be able to come up with a list of requirement as well as the correct job description to ensure that the health organization hires employees who are competent in their specific areas (Hansen & Nohria, 2004). The importance of reviewing the job description is that it leads to accuracy and completeness. In the acute hospital given, the collaboration of the human resource and managers will positively impact on the hiring process. For example, it will be easy to come up with the right procedure for recruitment and selection as well as hiring employees with the required expertise. Moreover, the collaboration will impact on the hiring process because there will be a fair hiring process without bias and this will result in the hiring of the best candidates for the job. Eventually, the working of the healthcare organization will be improved from the effective hiring process. HUMAN RESOURCE POLICIES 4 An HR Related Training Program for Department Managers The ability to manage people well can have a great impact on an organization. Many organizations offer a general training program for managers. In the case of the acute care hospital, having an effective training program for a manager is crucial as it aids them when it comes to interviewing candidates to get the best candidates for the job as well as meeting the appropriate employment laws. To this end, an effective training program for managers responsible for hiring will include the following integral parts. Interview training: This is obvious and the most effective aspect when it comes to training managers to be effective in interviewing candidates. While interviewing is a learned skill, many managers have not had time to undergo that type of training hence the importance for them to be trained to ensure that they can select the best candidates for a position. Albeit it is expensive, it is worth because managers get to know the types of questions to ask during interviews, how to approach candidates as well as how to prompt them to give more answers. Creation of standard forms and processes: this is important because managers do not get a lot of time interviewing and this makes each time they are interviewing a candidate seems like a new experience to them. To help the managers in the interviewing, it is paramount to come up with a standard process which they can use every time they interview a candidate (Hansen & Nohria, 2004). Teaching them on how to use a job description form in measuring each candidate’s capabilities will be essential because they will be able to measure not only the skills but also attitude, aptitude, temperament, and motivation of the candidate. Provision of scripted behavioral interview questions: this is important when a manager wants to get useful data from the candidate. Because many managers have little knowledge when it comes HUMAN RESOURCE POLICIES 5 to using behavioral interview, it is important to train them on this aspect that will help them derive important information from candidates. As such, the scripted questions based on job description or profile will go a long way to helping the managers get the kind of information they want. Understanding the law: this is paramount when it comes to hiring. Hiring managers ought to be taught about the laws which govern employment so that in their hiring they adhere to them. Because legal information varies from country to country, it is important for the hiring managers to know what is legal to discuss and take notes on the same area. This will help them during hiring process as they will be guided by the employment laws in that particular nation. The Most Important Factor in Creating a Competitive Compensation Strategy With the current competitive business environment, it has become important for an organization to develop the most competitive compensation strategy to attract and retain topnotch employees. This strategy helps to keep the organization competitive and successful. To come up with a competitive compensation strategy, however, there are some factors which need to be put into consideration. For instance, budget allocation helps the organization in determining the amount to be spent on salary and benefits. Through the allocation of budget, there will be fair compensation to each employee depending on the type of work and experience (Milkovich, Newman & Milkovich, 1999). Another factor is salary ranges. Developing a salary range is essential in ensuring that the employee salary is competitive with other organizations. To ensure that the strategy is competitive in the healthcare sector, bench making in others healthcare organization helps in developing an ideal strategy that attracts and retains employees. This is imperative in achieving the strategic objectives of the acute care hospital. Benefits package is another factor. HUMAN RESOURCE POLICIES 6 Organizations use benefits packages to entice and maintain workers. Being modest in health, retirement and tuition compensation is essential when it comes to attracting and retaining employees. Having this form of strategy in the organization helps to have qualified health professionals which in turn enhances the quality of care provided. In addition, there is performance management system. This ensures that employees meet the corporate objectives and are evaluated on a regular basis. With this, it becomes easy to meet the strategic objectives. Lastly, there is legal compliance. A competitive compensation strategy must incorporate legal requirements which makes sure that the organization adheres to the federal and state laws in its operations. Effective Performance Evaluation Process for a Healthcare Organization An effective performance evaluation is important for healthcare organizations. It helps the management to assess the employees on a regular basis which further identifies their weakness and strengths. Through this, employees work on their weakness to improve their service delivery. The most appropriate performance appraisal method to use in this organization is 360-degree feedback. Through this method, workers work for a specified period after which their work is discussed and evaluated by other employees (Espinilla, de Andrés, Martínez & Martínez, 2013). This method is different and unique in that unlike other methods of performance appraisal; the feedback comes from the subordinates and co-workers, unlike other areas where the feedback comes from only the supervisor. This method is appropriate because in healthcare organizations collaboration is a key aspect and workers know how their colleagues undertake their roles better than the supervisor. Ideally, the health professionals work together as their job is linked and as a result, they know each other well. This makes it easy for them to offer a meaningful evaluation. HUMAN RESOURCE POLICIES 7 Managing Performance and Behavioral Based Employee Problems The best approach to manage both performance and behavioral based worker glitches is through communicating the right behavior. Managers in most cases need to talk and reinforce the type of behaviors they want from employees (Cascio & Aguinis, 2005). It is only through this strategy that performance of the employees and their behavior will be managed in a good way. Additionally, communication is essential in any organization and having an effective communication in a healthcare organization makes sure that the staff will have the right behavior hence improving the quality of services provided. In conclusion, therefore, the human resource and the joint commission all offer organizations the best platform to provide services. The collaboration of managers and human resource helps in smoothening the hiring process. The hiring managers ought to be trained on special tactics on interviewing so that they choose the right candidates during interviews. Additionally, a compensation strategy is important as it helps organizations to attract and retain employees. Performance appraisal, on the contrary, boosts the performance of staffs in an organization. HUMAN RESOURCE POLICIES 8 References Cascio, W. F., & Aguinis, H. (2005). Applied psychology in human resource management. Espinilla, M., de Andrés, R., Martínez, F. J., & Martínez, L. (2013). A 360-degree performance appraisal model dealing with heterogeneous information and dependent criteria. Information Sciences, 222, 459-471. Hansen, M. T., & Nohria, N. (2004). How to build collaborative advantage. MIT Sloan Management Review, 46(1), 22. Milkovich, G. T., Newman, J. M., & Milkovich, C. (1999). Compensation (pp. 300-530). Burr Ridge, IL: Irwin/McGraw-Hill. Roberts, J. S., Coale, J. G., & Redman, R. R. (1987). A history of the Joint Commission on Accreditation of Hospitals. Jama, 258(7), 936-940.
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Running Head: HUMAN RESOURCES

Human Resources
Name:
Instructor:
Course:
Date:

HUMAN RESOURCES

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Importance of Keeping Accurate and Objective Employee Records
Keeping correct and unbiased employee data is an important part of human resources.
The information is reflected in the best act of keeping perfect records and also a federal law of
maintaining specific worker records. The national government commands the type of documents
one should keep and for what duration should they be kept. The same occupation chances orders
that organizations maintain employee curriculum vitae, employment applications, housing
requests, advancements or devaluations, and the performance assessments for not less than one
year (Morris, 2014). The Fair Labor Standards Act entails that all details concerning payments
which involve working overtime, reward, increment or reduction in pay which should be retained
for not less than three years. Ant tax associated with compensations should be kept for four
years. The Immigration Reform and Control Act orders that all new employees fill out a specific
form which must be reserved for three years or one year after separation contingent on which
occurs first.
Organizations should also keep worker documents comprising of discipline information,
worker training and others such as licensure or qualifications workers hold. All of these
documents must be retained in different files. These files normally have personal information in
documents like employment application, curriculum vitae, advancements, and devaluations. The
firm should maintain medical documents in a place they can be accessed easily. The medical
documents comprise of any serious medical illnesses, allergies and the person who should be
notified immediately in case emergency. If the records are mishandled and not maintained in an
orderly manner, the national government can sue the firm. The workers also have a right to file
claims against the firm for unlawful termination, unsafe working conditions, or for

HUMAN RESOURCES

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discrimination. To adequately prevent such complaints the documents must be kept and
preserved perfectly and also quantitatively.
Example of Formal and Informal Documentation
Formal documentation comprises of curriculum vitae, letters employment applications
background analysis and discipline recommendations. The document is usually ascertained by
the worker and the...


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