...AND HUMAN RESOURCES PLANS UNIT 5 INDIVIDUAL PROJECT AVON.MITCHELL SMITH CTU ONLINE MANAGEMENT OF HUMAN RESOURCES IN HEALTHCARE HCM670-1601B-01 INSTRUCTOR: HWANGJI LU MARCH 21, 2016 ORGANIZED LABOR AND HUMAN RESOURCES PLANS ORGANIZED LABOR AND HUMAN RESOURCES PLANS ABSTRACT Health care organizations are labor intensive; the costs of staff are about two thirds of total expenses. This makes human resources the most significant input component in delivery of health services. Heath professions occupations are highly fragmented by skills area. About 100 different types of positions are required to staff a general acute care community hospital. Acquiring and retaining a qualified work force are among the most significant tasks facing health care management (Longest & Darr). In this paper I will discuss what I have learned throughout this course, and develop a plan in the human resource department...
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...STAFFING MANAGEMENT INSTRUCTOR’S MANUAL Four Recruitment and Retention Case Scenarios By Marcia R. Gibson, Ed.D. Project team Author: SHRM Project contributors: External contributor: Editor: Design: Marcia R. Gibson, Ed.D. Nancy A. Woolever, SPHR Sharon H. Leonard Courtney J. Cornelius, copy editor Kellyn Lombardi, graphic designer © 2008 Society for Human Resource Management. Marcia R. Gibson, Ed.D. Note to Hr faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/hreducation 08-0873-IM Introduction These recruitment and retention case scenarios are designed to be presented sequentially, since each scenario builds upon the previous one. They are intended for undergraduate college students. LearNING oBjectIVeS Students will learn to: Determine recruitment needs. Identify recruitment policies and guidelines. Determine a recruitment strategy. Develop a communication plan to implement...
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...University of Phoenix Strategic Management The purpose of this paper is to describe the role that the human resources management (HRM) department has by being a strategic partner in corporate restructuring or a merger/acquisition of a health care facility or system. Topics discussed will be recruitment and retention, training and development, employee performance management, regulatory compliance and finally, compensation and benefits. The best description of the human resources management department is to look at is as the rudder of a ship. The main task of the rudder is to keep the ship on course, making sure that the direction is set and on course. This is the case with the (HRM) department and it starts with recruitment and retention of good staff. One way of accomplishing this is by using the current workforce as a tool in attracting the best candidates. Current staff that are top shelf standard know the various rigors of the job, and can recommend the correct staff for the (HRM) to interview and consider for the job. A small finder’s fee would be nice to offer for any staff that are hired and make it through their probationary period. This is of course, one way that recruitment and retention can be handled. Retention of current staff is important when considering mergers and acquisitions, keeping the good staff, and after working with staff that is not meeting expectations possibly finding a position that will work for them. If that does not work possibly...
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...Improving Organization Retention Paper Tina M Link PSY 435 Feb 2, 2015 Christopher Reid Improving Organization Retention Paper JC’s Casino is the biggest casino’s that has full service and a great casino in Las Vegas, Nevada. Many business in the area has acknowledged JC’s Casino as a welcoming and accommodating work environment; with excellent wages, generous benefits, and a dedication for advancement for the employee’s. Lately JC’s Casino has come across some problems with the housekeeping staff, and casino dealers. JC’s Casino has hired on a consultant to assist with retention and work problems. This consultant will focus on both areas by pointing out all the problems and work stressors. They will make suggestions, and apply new job motivation strategies to assist with the retaining of employees and recruitment procedures. The consultant will assist by teaching group management to help highlight job gratification by decreasing all the counterproductive actions, and assist them by supporting productive ones. By gathering all information from HR (human resources), and housekeeping director it has been confirmed that JC’s casino’s main issues is employee related. An elevated retention level for both of these areas has decreased amount of workers, and has caused problems amongst employees and managers. To further investigate the problem the consultant has reviewed the exit interviews, done interviews with the housekeeping, and casino dealers to find out what problems...
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...Introduction: This assignment will look at a Human Resource Management problem of recruitment and retention process in Primary Care. The writer will look at the current recruitment process, which has recently been less than conducive to attracting the right applicant to the ever changing, varied and often stressful roles within the Primary Care setting. Recent events have resulted in high workload and stress levels for existing colleagues and staff due to the lack of retention of newly recruited staff who have been unable to cope with the ever increasing demands on clinical and administration/reception staff and leave. Staff are recruited to post, but then do not stay very long, this is having an immense impact on the remaining staff as they have used time to train the new recruit and then have to take over again the workload the new recruit would be doing when they leave. The essay will define what Human Resource Management is and how recruitment and retention can be improved to meet the needs of the ever changing Health Care system. A vacancy is a valuable opportunity to look at the needs of a practice and how the present workforce meets those needs. It is an ideal opportunity to integrate a new individual to enhance the workforce and gain a more effective team to lead and manage. It has been clear from recent experiences that recruitment is an issue at the practice as the last four recruits have only stayed within the practice for an average of 4 months before leaving...
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...Table of Content 1.0 INTRODUCTION 2 2.0 LITERATURE REVIEW 2.1 Advantages will benefit the company when the retention rate of the company is high 4 2.2 The activities that the company provides to their employees --------------5 2.3 The problems or barriers that company faced to ensure the higher retention rate---------------------------------------------------------------------------------------------8 2.4 The factors that will affect employees to retain--------------------------------9 2.5Relationships between retention rate and performance of the company-10 3.0 OBJECTIVE OF THE STUDY 13 4.0 METHODOLOGY 15 5.0 FINDINGS 17 6.0 DISCUSSION 28 7.0 LIMITATION 33 8.0 RECOMMENDATION 35 9.0 CONCLUSION 37 10.0 REFERENCES 38 11.0 APPENDIX 39 1. INTRODUCTION Human resources are comprised of individuals in the workforce of an organization. In the article by Rishma Vedd, and Reza Kouhy. (2001), Management Accounting & Strategic Human Resource Management, Wright & McMahan (1992) had defined human resources as the pool of employees under the firm’s control in a direct employment relationship. In a more simple word, human resources also known as labors, which is one of the four factors of production. An organization’s human resources should be managed to maximize return on investment in the organization’s human capital and minimize financial risk by aligning skilled and qualified individuals to the organization’s ongoing and future business plans. ...
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...Human Resources Challenges Page 1 Human Resources is a benefit for all companies in that they are able to answer many questions and set guidelines, policies and procedures for companies. This takes the burden away from management so that they can concentrate more on their jobs and success of their departments. Human Resources are there as middle ground for the employer and the employee alike. Companies change frequently as does the needs of the Human Resources department. As in today we must look at the lower economy and the various needs of companies and their Human Resources department. We will discuss the top three challenges as stated in the study compiled by The Study for Human Resource Management these three challenges are: a.) The retention and compensation of high performing employees. b.) The development of corporate leaders. c.) The creation of corporate cultures that attract elite employees (SHRM, 2012). While I have worked in the medical field for over 15 years, I have seen many changes. The problem I have come across within the billing departments is that there are many supervisors and managers that do not know the job they are trying to perform. For an example, the supervisor I had at my previous position as a Medicaid biller, had no billing experience at all, had no government insurance experience at all either. She is directing us on...
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...and guided predominantly by nursing theory” (pg. 230). For many years nursing practice has found its foundations from nursing theories. Understanding how nursing knowledge within healthcare organizations influence patient and organizational outcomes are discussed in the middle range theory of nursing intellectual capital (Covell, 2008). Intellectual capital is defined as the combination of collective knowledge of individuals and structures in an organization or society. The theory consists of two concepts of nursing which includes human capital and nursing structural capital. According to (Covell & Sidani, 2013) “Intellectual capital theory defines human capital as the knowledge, talents and experience of employees. Human capital resides within the employee and is loaned to the organization by the employee. It leaves the organization when the employee separates from the organization”. For nursing, structural capital is the structural resources that contain nursing knowledge and are used to support registered nurses in the application of their...
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...job retention management. Motivation can be defined as: the force which gives the direction to perform a task; the will to achieve (Bedeian, 1993). Motivation is the force which drives the employees to achieve their personal and organizational goals. Higgins (1994) perceived job motivation as the internal drive to satisfy an unsatisfied need. Understanding the importance of the relationship between job motivation and employee retention makes it easier to manage the workforce in an organization. Each employee is a valuable asset in which the success of an organization is depended; therefore it is crucial to retain the employees by motivating them in their work environment. Nowadays people decide on staying with the organizations not only considering the monetary compensation and benefits, but also on how much they are inspired by their job. Therefore, at instances where the motivation level of an employee change there will be an impact on job retention. Since this research will be conducted in the field of human resources management relating to investigating and understand the relationship between job motivation and employee retention, job satisfaction can be considered as a key concept. In today’s highly competitive labor market employees are considered as the key factor which determines the organization's success despite of its financial and other resources. Therefore, organizations face issues regarding employee retention. Even though there are retention practices...
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...Growing Your Staff Approval Company - World Printing Location - Chicago, IL USA Abstract This paper explores a hypothetical proposal to solicit contracting of Smith HR Contracting Services for a previous employer that the writer worked for. Smith HR Contracting Services is a hypothetical company while World Printing is a real venture capital held company that currently does business throughout the world. World Printing as roughly 1700 employees located throughout its 44 offices, 5 design centers, and 12 manufacturing plants that are located in 15 different countries. They specialize in custom design and printing for some of the largest technology companies in the world. They have been a leader in their industry for over 33 years. Introduction of Smith HR Contracting Services Smith HR Contracting Services specializes in partnering with companies that are in need of assistance making smart business decisions and making the right choices for its internal and external customers. Our staff helps your Human Resource team understand the things that your employees desire and require to make them as efficient and satisfied in their careers with your business. We do this by helping your team build processes and implementing the right benefit programs that govern the company/employee relationships. This is where teaming up with the right HR consulting firm can really count and make a difference. Some of the services that we offer are: • Recruiting/Staffing • Development...
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...Human Resource Research Paper Human Resource Management in a Call Center Instructor: Kathryn Taft Advanced Human Resources Management BADM 382 March 16th, 2005 Raymond Chow Executive Summary One of the growing yet toughest industries for human resource to manage is the call center. The call center industry has one of the highest turnover rates compared to other jobs due to its high level of stress and dullness. Retention starts with hiring the right person for the job. Human resource recruiters should look for applicants with these characteristics: self motivated, high tolerance for stress, positive attitude, good listening skills, good communication skills, ability to work as an individual and in a group, good problem solving skills, and enjoy helping customers. A good way to test out the applicants is to pre-screen telephone interviews to test out their phone skills. One of the most useful techniques that call centers use is the employee referral program. This program allows employees to recommend a friend, relative, or family member to the job and receive a cash prize if they pass the probation period. This technique tends to provide the new recruit with more realistic expectations and can provide a better cultural fit. Training and orientation is also important in human resource management in a call center. Training should include lots of role-play so employees can get comfortable talking to customers over the phone, learn to turn negative thoughts into positive ones...
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...age will have a 43% chance of spending some time in a nursing home (Kemper and Murtaugh, 1991) and about 24 % of these individuals will spend less than a year in residence at a nursing home (CDC, 2012). The key employees of the nursing home that have the most interaction and greatest impact with the residents of nursing homes are the registered nurses (RNs), licensed practical nurses (LPNs), and certified nursing assistants (CNAs). For several years the shortage and turnover rate of nursing home staff has long been a serious problem for multiple nursing homes nationwide (Pillemer, et al., 2008). Providing effective and safe quality care in nursing homes requires clinically and interpersonally competent staff. Research findings suggest that inadequate supervisory, managerial, and human resource practices within nursing homes contribute to poor outcomes, including high nursing staff turnover, lower employee satisfaction, and poor clinical outcomes (Anderson, et al 2003). When a staff member leaves an organization, the knowledge, skill and experience that the person has brought to, and gained at, the organization is lost. Although high rates of nursing home staffing shortages and...
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...based on the mission. From the vision statement the business strategy is determined which helps to bring into focus those actions that will help accomplish desired outcomes (Carpenter et al.) If the organization’s leaders and governance also portray behaviors that support the mission it will aid in the employees morale and desire to be a part of the organization. This will then help in the retention or the staff. Studies have shown that when the leaders adhere to the mission and behave as such, employees feel more support and security (Schyve, M.D., 2009). Having a strong mission at your organization can help make it clear to employees what’s expected and what their options are if something isn’t right. “Lead by example and live your mission,” says Rakowski. (Barajas, 2014).And CEO Don MacPherson believes that where a company’s values are known and understood, there is more engagement which leads to greater employee retention("2013 TINYpulse Employee Engagement Survey | TINYpulse," 2013). The organizational culture is also an important factor in the success of the organization and its retention efforts. An organizations culture is the way people behave and the meanings...
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...Process Management (Evaluate) Please use the following 6 criteria to evaluate the attached paper on Human Resource and hiring process at HFHS. Also check for grammar and punctuation including structure of the paper. Corrected grammar and punctuation in original document I attached. I am using that to enter the evaluation information you requested. 1) Provide background information on the organization, why the process was selected for study, and the approach used to complete this assignment Covered 2) Describe, Document and Flowchart the existing process. You may use a software tool for flowcharting (see information on flowcharting in the Course Content area). The paper describes the recruitment process but you need to detail the flowchart. If you look up flowcharts, you will find a flow chart more like this one that you can find at the following web location: http://www.kusd.edu/departments/human_resources/appl_process/applicationprocess.html The following is an example of a detail of the Application Process in HR. 3) Identify performance measures that you would use to determine the baseline performance for the current process in order to assess any improvements. Covered very well. 4) Research the Web and other sources for benchmark information (best practices) on the selected process and/or similar processes. Summarize your research findings. Identify the sources and best practices found that could be transferred to your redesigned process in Item...
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...areas: law, human resources management, leadership, accounting, finance, economics, research and statistics, operations management, marketing, and strategic planning. Each of these components has a very specific role and level of importance within a given organization. Even though it’s hard to measure one against another, some functional areas of business are more of a driving force than others. The two catalysts of success for managers begin with human resources management and leadership. In the last several years, “(CEOs) have increasingly emphasized the need for their firms to effectively attract, motivate, develop and retain talent (Wright, 2011, p. 93).” This role is filled by the human resources management team (HRM). This management role is tremendously challenging and forged with various members within the organization, mostly with managers. This is due in part because the HRM team staffs the manager with prospective employees. The HRM staff have a crucial role within the organization to hire “employees who share the company values, proving their expertise in business and an appropriate moral profile (Cruceru, 2010, p. 80).” HRM teams need to consider this when making all of their decisions, and making sure they have the hiring manager in mind so proper fit can be attained. The most important goal for the HRM team is not getting prospective top notch employees through the door, it’s retaining the staff once acquired. The importance of retention is imperative...
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