...Human Resources Management Role Bryanna Hampton October 22, 2014 HCS/341 Mrs. Jennifer McNeill Qualified and motivated human resource (HR) is essential for a qualitative and vigorous health care delivery. Understanding the adversities and constraints of health managers is vital for effective and efficient management of health care services. The present study is aimed at understanding the various adversities and constraints of human resource management (HRM) in the public health sector. An organization will not be able to form a respectable team of working professionals without good Human Resources. The key functions of the human resources management team include looking for people, training them, performance evaluations, motivating employees as well as workplace safety, workplace communication, and much more. Human resource is the back bone of all organizations, they are responsible for making sure there is adequate staffing for the facility, the staff is proper knowledge for the job, and for making sure they have the tools they need to complete the job. Managing HR requires the imperative attention of the policy makers permitting an organizational culture for optimal use of the potentials of the human resource. Adopting good practices of human resource management would inspire health personnel for effective health care delivery system. Human resources have to deal with compensation and growth issues like...
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...Human Resources Management Roles HCS 341 Human Resources in Health Care Human Resources Management Roles Human resources department is a very essential department for a company. Human resources run the foundation of the company and making the company successful to excel. In the human resources department comes a manager of the department as well who are over the employees and the associates of the human resources department. However, there are many challenges for the role of the functions for the manager in the human resources. Managers are people who are in charge of others and who are responsible for the timely and correct execution of actions that promote their units’ successful performance (Gomez-Mejia, Balkin and Cardy, 2016). Human resources managers are put in place to help shape the company needs of the organization. Managers in the health care industry are there to mainly focus on the staff and the employees to ensure that they put people in the place to help the company grow. HR managers are from the front of the line to the back of line with building a company and assisting with all areas of the company. From hiring to placement and develop grow from an employee. Human resources managers’ role consists of recruitment, safety, employee relations, compensation and benefits, compliance and training and development. (Six Main Functions of a Human Resource Department. 2016). Human resources are to ensure that all functions of the department and the roles...
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...Human Resource Kaneesha Bowens HCS 341 February 11, 2013 Professor Chinelle Brown Human Resource The human resource department is a highly important department in a company. HR is responsible with checking, training, and recruiting job applicants, in addition to processing employee benefit packets. By way of companies reorganizing to achieve competitive advantage, human resources portray a significant function in assisting businesses with constant changes in an aggressive nature and the larger pressure for value employees. There are various responsibilities the human resources department holds. The chief purposeful capacities are: devising, staffing, employee training, and employee safeguarding. These four capacities and their associated functions share the mutual purpose of an ample number of knowledgeable employees with the skills, capabilities and experience necessitated for broaden organizational goals. Devising In the human resource devising role, the amount and variety of employees demanded to achieve organizational goals are established. Human resources are capable of making modifications as quick as possible by constantly foreseeing a company’s manning demands. This safeguards companies from not falling behind during the search for the suitable person to fulfill an opening. “It must plan adequately to ensure that staff members are not too few either, otherwise they will be overworking those who are already in place. Consequently, there will be poor motivation...
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...Here are the 5 Recruitment Strategy or Methods Job Advertisements One of the most common recruitment methods for businesses is job advertisements placed in local and national print and online publications. The key is to advertise in places that are more likely to attract the kinds of candidates sought by the company. For example, technical businesses tend to advertise in specific trade publications and websites with high traffic rates. Advertisements and promotions typically include important information such as the location, job title, description, compensation package and instructions on how to apply for jobs. Internal Bulletins and Personal Recommendations Businesses sometimes use internal bulletins to alert staff to positions available. Their reasons are usually twofold: to pose an incentive for those seeking advancement to apply, and to seek referrals from employees. This can be a very effective way to isolate some of the best job candidates. Both existing staff and those they refer already have a relationship with someone connected to the company. This can easily save companies time and money in their recruitment efforts. Recognizing this, some firms even offer bonuses for referrals who become employees. Employment and Recruitment Agencies Companies sometimes use employment and recruitment agencies as part of their staffing strategy. An employment agency can save businesses the hassle involved with the initial screening of outside resumes, assessing qualifications...
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...Legal, Safety and Regulatory Requirements Paper Kayla Lysak HCS 341 September 2, 2013 Paul Farber Legal, Safety and Regulatory Requirements Paper This paper will be examining the effect of legal, safety, and regulatory requirements on employee-related regulations that have been established by the Department of Labor, Occupational Safety and Health Administration and the Equal Employ Opportunity Commission. It will also be addressing whether common sense and compassion within the workplace has been replaced by litigation and the importance of the Human Resource Department. Legal, Regulatory and Safety requirements greatly affect the human resource department of any organization due to the fact that they ensure all employees are treated equally and fairly. The human resource department has been established within organizations to ensure that all employees have a place to go to discuss problems and any fears they may be having. There have also been other agencies set up to make sure these things are being taken care of. The Equal Employment Opportunity Commission, The Occupational Safety and Health Administration and the Department of Labor have been set up to make sure that no violations of employee’s rights are overlooked. The EEOC (Equal Employment Opportunity Commission) was established on July 2, 1965. The EEOC is the agency that is responsible for enforcing the federal laws that are in place to ensure the illegal discrimination against job applicants and employees...
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...Training and Development Laura Vandergriff HCS 341 January 10, 2011 Casey Training and Development Health care of today continues to be the fastest growing industry in America and faces many challenges to its delivery systems. Training and education of health care professionals is important, training measures effectiveness and is a key objective for the development and training department. Training is skills and knowledge for each team member who will benefit personally. Training improves recruiting; job hunters are looking for training and personal development and growth. Training improves higher retention, when individuals know the company has their best in interest at heart they are more likely to stay for a longer period. Training gives better output, when the turnover rate is low, production, motivations and enthusiasms is among workers who produce a better service or product (Kelly Services, 2011). Health care education is vital; the need for properly educated and trained health care professionals is crucial. The need for health care professionals to keep us well is high. Health care professionals range from doctors to nurses to technicians. Our health depends on the accuracy and skill of these individuals. Without the training and education of the professional we would not be able to treat, diagnose, or care for ourselves. Health care education goes beyond the professional and people are beginning to recognize the need for concern about their health, ones health...
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...Information within any business or field is continuously changing. While new information becomes obtainable, there should be a tactic for those working in the field to learn and acquire the benefits of that new data. The unending education of beings in any field is vital for not only the development of the workers but for the profit of the consumer also. Within the health care domain, this is of even bigger significance as the new information acquired through resuming education of health care suppliers has a substantial influence on the well-being and health of patients. Consumers in health care are not just purchasing a merchandise that may be created better through the continuing education of its creators; they are achieving a better value of life and possibly more times of healthy existence as an outcome of the knowledge of his or her providers of health care. New innovations are made in health care every day. People that work within the health care domain are generally reasonably interested in offering the finest potential care for his or her patients and consumers. Even if the want to offer that care is existent, it may be hard to do so without the chance to increase new information and acquire advancements in the domain on a continuing basis. Ongoing education offers health care experts with the chance to enhance his or her knowledge rank in specific areas and provides them the possibility to utilize that knowledge in their usual everyday handling of patients. As health...
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...Human resources would be defined as the set of individuals who make up the workforce of an organization, business sector, or an economy. Human resources are vital in any organization, no matter what size/quantity it is. Human resources’ roles have lifted the roles of human personal functions to much more than just viewing applicants, and firing employees. Human resources play a very important role in the health care industry, by understanding the delivery of health care from the perspective of consumers, employees, physicians, regulators, and payer ("Human Resources Management Roles", 2013). In healthcare human resources are over the functions that include everything from performance management to safety. The responsibility for effective use of human resources lies primarily with the managers, in which this being said all managers are personnel managers. It is a responsibility/duty for human resources to attempt to elicit change and implement policies that will improve the organization/healthcare facility. Human resources must work closely with all employees in health care to ensure they fully understand their job duties within the entire organization. They also oversee every employee’s/staff members evaluation to make sure the employees (new hire, or not) are performing their duties that is expected. Like every health care organization, the industry faces so many different obstacles, ranging from regulatory compliance issues and economic pressure; to industry consolidation;...
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...HCS/341 2014 Abstract Identify human resource management’s role in the health care industry. Describe the functional roles of the human resource department based on your textbook and Electronic Reserve Readings. The human resources department is an important asset to any successful business. It provides services such as managing change and facilitating training and development, recruitment, selection and employee relations, pensions, benefits and communicating with employees. Although these are important factors in running a successful business the primary function of the human resources department is maintaining adequate and competent staffing levels at affordable costs. A flourishing business will depend on the human resources department to develop a successful system to facilitate each one of these vital services. According to Leadership profiles of managers in post-communist countries, Gasparishvili states, “HR departments are expected to design HR systems of their organizations in their unique contexts, after taking into view the specific ground realities surrounding them. In doing so, they need to conceptualize the possible issues and problems well, and learn to adopt an integrated approach in dealing with them through appropriate HR systems so that they all are directed towards the same goal.” (2001) Todays health care industry is a very dynamic field, therefore having a human resources department that can adapt to its unique demands requires goals...
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...Training and Development Paper HCS/341 Training and Development Paper Introduction The most crucial aspect for the accomplishment of an association is the capacity of the people it recruits. In today’s world where huge technological, political, social, and economical shifts transpire, associations have to be able to deal with these shifts efficiently. The altering strength of competition, both domestic and global, forces companies to innovate and utilize their assets in the most competent way achievable in order to stay competitive. This new condition does not only compel associations but also their people to transform. Existing and prospective workers have to be conscious of the new technological and socio-economical standing in order to be proficient to perform well. The best way that associations can make sure this awareness is by utilizing schooling and development. “Development and training are vital to associations because they offer the expertise both now and in the upcoming. Jointly, retraining and training guarantee the expertise and staff dedication required for high quality products and services and therefore, competitiveness and endurance”. What is training and development? As I. L. Goldstein and P. Gilliam stated: “Worker development and training is an effort to improve upcoming worker performance by increasing an employee’s capability to perform”. There are a range of motivations why training is required...
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...Human Resource Management Roles Princess Childs HCS 341 June 13, 2011 Shantenet Winston Human Resource Management Roles Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers (Heathfield, S. M.). Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives (Heathfield, S. M.). Planning Human resources managers try to project how many employees will be necessary. They look at how many good workers are staying with the company and how many leave. Ideally, they want a low turnover ratio, where more people are staying than leaving. Planners try to identify good workers from the applicant pool, and use them to replace people leaving the company. The ultimate goal is to increase highly skilled and experienced personnel each time there is turnover. If...
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...March 11, 2014 Legal, Safety, and Regulatory Requirements Introduction Law and regulations are in place to systematize and encourage workplace safety. According to the bureau of labor statistics, between 2010 and 2013 here in Texas there average of workplace injuries was 433 each year and between the years of 2008 to 2011, an average of 564 work – related homicides ("Fact Sheet, workplace shootings and injuries," 2013, para. 2). As employees we have a right to a safe workplace according to the OSH Act (Occupational Safety and Health Act of 1970). “The OSH Act was passed to prevent workers from being killed or seriously harmed at work. The Act created the Occupational Safety and Health Administration, which sets and enforces protective workplace safety and health standards ("You have the right to a safe workplace," 2013, para. 1) This paper reviews the effects of legal, safety and regulatory requirements. Deciphering what is the standards for common sense and compassion and has it been replaced with litigation in the workplace. What are the employee-related regulations in the workplace? Legal, safety, and regulatory Workers are entitled to a workplace that is not subject to risk and harm. Human resources managers follow the important standards of OSHA, limit the amount of hazardous chemicals in the workplace. Require the use of specific job-related safety practices and equipment. Educate employees on the information about hazards chemicals, standards for prevent of...
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...vanek-140512-620-thumb-620xauto-370865 Capitals forward Alex Ovechkin skates amid a drill at the group's preparation camp on Friday in Arlington, Va. In the first place year Capitals mentor Barry Trotz needs Ovechkin to turn into a more finish player and the initial phase, in the seat manager's eyes, is to recover the Russian objective scorer on the left wing. (Scratch Wass/Associated Press) Alex Ovechkin moved again to left wing by new mentor Barry Trotz As though he knew the inquiry was impending, Alex Ovechkin grinned when asked what his new mentor needs him to take a shot at. "On backcheck?" Ovechkin said from Arlington, Va. An alternate season, an alternate opportunity to discover whether one of the class' most gifted objective scorers can genuinely assist some all the more on resistance. The Washington Capitals opened preparing camp Friday with new mentor Barry Trotz, who says he'll work, as different mentors have before him, to make the three-time group MVP into a more finish player. On the off chance that Day 1 is any evidence, Ovechkin sounds prepared to be a co-agent understudy. "On the off chance that you need to be great," he said, "you need to chip away at everything." Step No. 1, as Trotz had shown at one time, is moving Ovechkin once more to left wing, turning around a seismic movement under past mentor Adam Oates. Ovechkin headed the NHL with 51 objectives keep going season playing generally on the right, however his in addition to short was less 35, and...
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...HR Management Roles Paper Ebony Williams HCS/341 April 30th, 2014 Igor Shegolev HR Management Roles Paper “Traditionally, the role of the Human Resource professional in many organizations has been to serve as the systematizing, policing arm of executive management.” (Heathfield, n.d) Human resource managers are the starting point not only for potential employees but also for those needing assistance with current employees. This position has a large responsibility to not only the company also those looking to this department for guidance and leadership. “The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.” The HR department plays a vital role in an organization being successful and it is built of a few functional roles. The human resource department is responsible for staffing, employee development, compensation and governance. Staffing consists of recruiting and selecting employees. Staffing includes managing employees separations voluntary and non-voluntary, transfers, demotions and also retraining employees. Employee development begins with the HR department creating its own training system and implementing it effectively. “Development is an effort to provide employees with the abilities that the organization will need in the future.” (University of Phoenix, 2010) Compensation initiates with the HR department, by establishing pay scales and offering...
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...Weekly Overview Week One Overview Selecting a degree program is an important step in guiding your career. This week, you will look at the focus of the bachelor’s degree and how all the pieces fit together for your learning experience. A bachelor’s degree is comprised of 120 credits that include general education courses that provide a general foundation of learning. Courses in this area can include English, mathematics, history, and science. The remaining credits focus on coursework related to building your knowledge and skills in the business side of health care. In addition, you’ll look at how you can select a curriculum track or certificate to expand your career opportunities. What you will cover 1. BSHA Program Overview a. Describe the purpose of the BSHA program. 1) Program Description a) The Bachelor of Science in Health Administration (BSHA) Program is designed to integrate a framework of general education courses with a health care curriculum that prepares the graduate with the foundational knowledge needed to enter today's challenging health industry. The BSHA curriculum addresses the basic body of knowledge, understanding, and skills identified as relevant to an ever expanding and diverse health care arena. Coursework includes content in some of the following areas- management, finance, legal and ethical parameters, risk and quality management, human resources, and information systems. Upon completion of the core curriculum health care students...
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