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Manual for Supervisor

In: Business and Management

Submitted By twilliams
Words 2434
Pages 10
Human Resource Management Plan and Job Aids

Tasha Williams

University of Phoenix

Table of Contents

* Executive Summary * Job Analysis * Selection Process * New Employee Orientation * Training Development Plan * Attachments: a. Interview Questions b. Script for New Employee Orientation c. Job Analysis

Executive Summary

The following is our design for the Certify Nursing Assistant hiring program at Elant Human Resources. Managing Human Resources is important to create a company and to make sure that it thrives. The goal of every company is to get good results at first, and to improve performance. Figuring out how to operate efficiently and how to get the best results is a challenge for every company. Every company needs to recruit the best people in order to best achieve goals. In companies both small and large, recruiting new employees means that the company has access to more talented people. This hiring packet aims to give each Certify Nursing Assistant a correct job analysis so that each Certify Nursing Assistant (CNA) understands the responsibilities of their new job. I have also describe an employee selection process, employee benefits, how to train and orient a Certify Nursing Assistant.

Introduction

In today’s job market it is more competitive than ever, and it is more important for every business to hire the best employee. Finding and hiring staff is a complicated process for any company and it is necessary that the process fit the company, and is completed correctly. This is important for the company’s success and the employee’s ability to do their job successfully. Human Resources and Management is challenged by the complications of matching individuals to the right job. The right tools for recruitment, selection, and training will make the applicant selection smaller and it will also make sure that attention is paid to the best candidates. This helps the company hire the most qualified employee for each job (Bohlander & Snell, S.A., 2007). In turn, we strive to offer an enlightened and flexible Human Resources program which establishes a climate that nurtures employees in their efforts to achieve personal goals. It is our belief that both efficient patient care and employee morale will be served best in an atmosphere which satisfies the needs of employees for growth, responsibility, and recognition.
Job Analysis The job of a Certify Nursing Assistant (CNA) is to provide direct patient care for assigned patients under the direct supervision of a register nurse. Of all the staff, the Certify Nursing Assistant (CNA) spends the most one-on-one time with the patients in the nursing facility and they must make every patient both safe and comfortable. A Certify Nursing Assistant helps the patient with their activities of daily living (ADL). The Certify Nursing Assistant also keeps tabs on the patients vitals, how much liquids the patient took in, and if there are any changes in their ability to move. Since the nursing facility is like their home the nursing assistant must remember to knock and introduce themselves before entering the patient room. The patient room or environment needs to be both clean and comfortable especially no cleaning products left out in the open. The CNA must keep track of the patient vital signs- their blood pressure, heart rate, and temperature, their weight are done monthly unless told differently from the supervisor or the dietitian. If the CNA has any concerns, they must mention them to the head nurse or supervisor.
To make sure that the Certify Nursing Assistant is able to fulfill these tasks they must have an eye for detail and monitor the patient for behavioral or physical changes. They must be able to communicate clearly with the patient, supervisors, and their co-worker. The nursing assistant needs to communicate clearly in speech and writing their information of the patients’ condition needs to be up-to-date.
A nursing assistant needs good decision making abilities they must cope with a patient-assistant ratio of 10:1 they must be equally efficient with each one. A CNA must see an emergency and react quickly to it. In the medical field time is of the upmost importance so they must watch their patients closely while they are caring for them.
Selection Process In today’s job market is more competitive than ever, and it is more important for every business to hire the best employees. Finding and hiring staff is a complicated process in any company, and it is necessary that these process both fit the company and are completed correctly. This is important for both company’s success and the employee’s ability to do their job successfully. Human Resources and Management is challenged by the complications of matching individuals to the right job. The right tools for recruitment, selection, and training will make the applicant selection smaller and it will also make sure that attention is paid to the best candidates. This helps the company hire the most qualified employee for each job (Bohlander & Snell, S.A., 2007).
Using the correct employee selection process one that is both well-designed and put into place correctly can increase moral among employees, minimize misconduct, increase employee productivity rates, and lead to higher retention and lower turnover. On both the national and international level a company’s competitiveness is determined in part by the effectiveness of their recruitment and selection. “Organizations use several different means to obtain information about applicants”. (Bohlander & Snell, S.A., 2007, p.246).
To find and hire our Certify Nursing Assistant, we will have them fill out an application and sit for a few interviews. The application is the initial part of the selection. A potential employee reveals some interesting things about themselves in a properly filled out application. The application lets us know whether the candidate is under or overqualified for the position of our Certify Nursing Assistant. If we did not use the applications we might waste time interviewing a candidate and then realize that they do not fit our needs. This will help everyone involve because it saves an applicant time and it saves our company time and money.
The second part of our hiring process is to set up a prescreening interview. This interview lets us quickly remove applicants who look like they could be successful Certify Nursing Assistant. In the interview we will also quickly be able to tell if someone does not match our needs then we can screen them out of the search.
The official interview; this interview is of key importance to our hiring process. In this interview we are able to tell if the candidate matches the description on their application and lets both us and the applicant ask questions of each other. Interviewing the applicant lets us see if they present themselves well or poorly and it lets the applicant clear up any red flag that showed up on their application.
The plan for selection helps the company hire the applicants that are most qualified to be a Certify Nursing Assistant. The most basic selection plan and tools are not all that we have available. If we decide to only use these basic ideas we will be prevented from finding the most suitable candidates and our business will experience excessive turnover. We plan to recruit for CNAs through both internet postings and through our own internal employees’ referral incentives.
When we hire the applicants that are best qualified for the CNA position we will tell them about our company’s wages, employee incentives, and benefits.

Benefit, Compensation and Incentive Plan for CNA’s

Benefit Plan | Other Companies Current | Elant 2010 | Office Visit Co-Pay | $0 | $0 | RX Co-Pay | $0 Generic$10 Brand | $0 Generic$10 Brand | Out-of- Network | $0 | $0 | Emergency DepartmentVisit (waived if admitted) | $0 | $0 | Vision Exam | $100 Allowance for eyewear | $100 Allowance for eyewear |

(Elant Inc., 2010)

Additional Benefits | Cost | Dental Insurance (GHI) | $3,000 Allowance for each person | Accidental Death and Dismemberment | $25,000 ( Provided by Allstate) | 403B | Elant will match employees contribution 100% | Paid Time off | Full-Time Employees will accrue .30 mins. For every hour worked. Part-Time Employees will accrue .20 mins. For every hour worked. | Sick and personal time | Full-time employees will accrue .30 mins. For every hour worked. Part-Time employees will accrue .20 mins. For every hour worked. |

(Elant Inc., 2010)

Our benefits are provided by the Union that is in our company. We also considered paid time off, sick and personal time as important factors. Some employees give their employees a set number of days per year but, we give our employees .30 for full-time and .20 for part- time minutes per hour that they work for us after 90 days.
In the long run the more that an employee works the more PTO they acquire they can spend this time in whatever way they choose.
Another benefit to employees that we have implemented is a flexible spending account so that our employees can use pre-tax dollars to pay for childcare and medical expenses. With the 403B plan already in place this is an extra plan to make employees feel more confident about their current position and future within the company. Many people change jobs to look for better benefits and so we think by giving these benefits to our employees will help us at Elant and help them decide to stay with us.
To boost productivity we need a creative incentive to help keep our employees motivated. We know that everyone has different things that motivate them. Every person has their own goals. If we are going to reach our organizational goals we need all of our employees to come to work and to do their best for this reason. Our first incentive plan will be to give $300 to every employee who comes to work with perfect attendance for six months. This means that they have no absences, are not late, and do not take off personal time. The most important part of being a nursing assistant is caring for the patient. Once a month we will have the patients pick their choice how will be the shining star (employee of the month). By doing this it will allow the patient to give feedback about the care they are receiving. By being the employee of the month they will earn themselves a prize like a set of scrubs or a $100 gift card. Employees will be inspired by this to give their patients the best care that they can. So that the patients continue to receive the best care we will not overload our nursing assistants and nurses with our nursing assistant ratio will stay at 10:1 and the patient to nurse ratio at 10:1.
Once employees know about the two new reward systems they will be able to set their personal goals with our incentives as guidelines. The next thing is to determine what will make our patients choose coming to our facility first. This will increase both our number of patients and our profits and it will also keep patients and family happy. It is be hard to keep track of this but our patients will be a big help and feel like they had a part of hiring the best employees. Also, if our CNAs and nurses do not have any write ups in six months then they will receive a $500 bonus.

New Employee Orientation
New employee to Elant and to the position of a Certify Nursing Assistant is critical to establish successful productive working relationships. The employees’ first interaction with us should create a positive impression of our facility. The time it takes planning for a new person’s first days and weeks on the job will greatly increase the chance for a successful start.
A useful orientation does the following: * Makes sure that new employees understand the culture of the facility, its values, and diversity. * Help employees get adjusted to their new job more easily. * Explain the new employee role and let them see the importance of the entire company. * Shorten the new employee adjustment time and help them achieve their goals. * Encourage the new employee positive work development by giving them information that they need about the facility missions, goals, policies, organizational structure, and function.

Training Proposal
The new employee’s immediate supervisor will discuss their training needs with Human Resources Management. For training to be efficient we must first find out what skills the employee has and what they lack. The next step is to use this information to decide what kind of training the employee needs. It is important to consider several factors when choosing which certify nursing assistant to hire. Each employee must be able to deal with patients in order to give them the best healthcare and to keep patients happy. Customer service is difficult and depends on many things every employee should be trained. Employees need training to help their performance because it builds their knowledge, skills, and abilities (Bohlander & Snell, S.A., 2007).
Our training program takes place in a two part process. Outside programs can be set up if the employee needs more training.
A certified nursing assistant begins the training process by having in services with an educator making sure that they know how to wash their hands correctly. The second part of the new employee training is to team up with other CNA to learn where to fine supplies and how to care for the patient on that unit. After two weeks of training then the new employee will be on their own and every month they have to take a in service class.

Summary
It is difficult to make a final decision where recruitment is concerned. This proposal will allow us to both hire and train the best candidate for our CNA positions. This hiring process ensures that our company will continue to grow and prosper. After we decide to hire an applicant we must make them a job offer. Once they accept our offer that part is done. The applicant has a new job and we have a new employee. The company must have an overarching goal and be able to tell its needs from its wants in order for it to run a successful training program. A training process must exist for new and old employees.

References

Bohlander, G.W., & Snell, S.A., (2007). Managing human resource (14thed.) Florence, KY: Thomson Learning Higher
Elant Inc., (2010)
Human Resources: Berkeley. (2007, April 10). Manager, Supervisor and HR Professional. Retrieved March 9, 2008, from Guide to Managing Human Resources: http://hrweb.berkeley.edu/guide/orient.htm

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