...Human Resources Management As the Human Resource Manager of Harrisburg Community Hospital, I am proposing the following strategies in the Human Resource department in order to improve effectiveness and partnership within the hospital. Current trends for hiring should be analyzed in order to ensure that hospital practices are up to date and relevant to today’s pool of prospective applicants. One current trend that has been growing for several years is the use of social media in researching applicants prior to an invitation to interview. “A recent Aberdeen Group study shows 77% of HR, staffing, and recruiting professionals use an online career site for talent acquisition. Online content - especially popular social networking sites like Facebook, Twitter and LinkedIn - has created a new and rich information source for HR, staffing, and recruiting practitioners sourcing and screening candidates. Social networks offer a free way to identify passive candidates (those not actively looking for a new job), verify a candidate’s résumé claims, unearth undesirable behaviors, and gain insight into a candidate’s skills, personality, and cultural fit.”(Glenn, 2015) Using social media as a hiring tool is not without its challenges and the HR department should take precaution to ensure that managers and interview committees are not making decisions based on race, gender or age, which are all protected classes. “HR managers can show that they’re complying with the law by posting nondiscriminatory...
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...SECURED: Disclaimer This project report has been prepared by the authors as Students of Human Resource management in “University of management and Technology Lahore” in cooperation with the “HR Department of Shokhat khanam memorial cancer hospital Lahore” for academic purposes only. The views expressed in the report are personal to the students and do not necessarily reflect the view of the hospital or any of its staff or personnel and do not bind the Hospital in any manner. This report is the intellectual property of the university and Hospital and the same or any part thereof may not be used in any manner whatsoever, without express permission of the mentioned authorities in writing. HR PROJECT – PERFORMANCE EVALUATION & APPRAISALS Page 2 Acknowledgments Our first and sincere appreciation goes to Mr.Syed Aly Raza, our subject instructor, for all we have learned from him and for his continuous help and support in all stages of this project. We would also like to thank him for being an open person to ideas, and for encouraging and helping us to shape our interest and ideas. We would like to express our deep gratitude and respect to Mr. M. Ali Khan, HR manager Shoukat khanam memorial cancer hospital for his full support for making this whole project successful. HR PROJECT – PERFORMANCE EVALUATION & APPRAISALS Page 3 Table of contents 1. Executive Summary...
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...Running head: Health Care Management ` Assignment 1: Health Care Human Resources Management Policia Williams Dr. Jo-Rene Queensberry HSA 530: Human Resources Management in Health Care July 21, 2013 1. Analyze two (2) current trends in health care that are affecting human resources management that may likely impact your hiring decision as HR manager. Provide support for your analysis. Two trends in health care affecting human resources management that may likely impact your hiring decision as an HR manager are recruitment and retention and technological change. Recruitment and retention of the appropriate staff who meet the job requirements is very important. Currently as we know, there is a shortage of qualified healthcare professionals, especially nurses. Health care is growing at a rapid rate and finding skilled, qualified health care professionals is a challenge. Regardless of how rapid the growth, the challenge containing cost of the organization makes it difficult for HR managers to fill current positions (Pizzi, 2011). So not only is it difficult to find and recruit qualified health care professionals, maintaining current professionals is also difficult because of the requirement to contain cost. It leaves little room to pay appropriate salaries or provide raises to current professionals. Another trend is training and development to handle the technological changes in health care. The many advances and changes in health care require constant training...
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...Module 7 – public sector organization case study | SHARED SERVICES WEST | Integrating value for member hospitals through service leadership | | By: Maria Udrea, Oxana Vatamaniuc & Vince Concepcion | 2/21/2016 | Since being established as a non-profit organization in 2001, the goal of Shared Services West (SSW) had been to drive value through the regionalization of strategic sourcing. SSW has evolved into a shared service provider, allowing for the full continuum of Supply Chain Services (Procure-to-Pay – P2P) to their equity member hospitals. | TABLE OF CONTENTS Executive Summary…………………………………………………………………………………………………..…………………1 Issue Identification…………………………………………………………………………………………………….………………..2 Operating Environment and Root Cause Analysis……………………………………………………………………2 – 4 Alternatives and/or Options………………………………………………………………………………………………………...5 Recommendations and Implementation Plan………………………………………………………………………………..6 Monitor and Control……………………………………………………………………………………………………………....7 – 8 Resources……………………………………………………………………………………………………………………………………8 EXECUTIVE SUMMARY Healthcare organizations are facing funding constraints and budget deficits which have created a need to find greater value within the supply chain. With the reality of an aging and diverse population requiring different needs, they are under considerable pressure to improve financial and operational efficiency. As organizations head into the future they are striving to create a better system that...
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...Case Study #1 The Merger of Two Competing Hospitals 1. What specific steps should the board take to create an executive team to manage the newly organization? Appointing a management team that can rightfully represent both institutions needs to be the primary concern of the board in creating a new executive team. It will be important to keep in mind that upper management within Banner Regional Medical Center (BRMC) had recently changed due to the exit of several key members; the new representation should reflect this change. The consolidation agreement should be closely adhered to because it stands as a written and physical agreement between the two hospitals. Close attention to the ramifications within the agreement will be symbolic to the upper management of both parties because it will show the intentions of the new board to integrate the agendas of each. Pat Herman, The previous CEO of Porter Regional Medical Center (PRMC) and the new group of 15 board members should create a time line that will allow for the structure of the consolidated hospital to be established. Interim managers should be appointed in the duration of the time line. This time line will test the management structure and should allow 2-4 years for job descriptions and managerial roles to be identified. The respective staff of each institution should be informed of the time line as well as the outlined details of the strategic merger plan. Because the merger will affect all employees, lower level...
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...Organizational culture is difficult to observe, measure, or sketch. It can support and/or reinforce organizational structure, it could conflict with it, and it could be of an alternative to it. This paper will analyze organizational culture of Hospital. The author will attempt to identify and provide examples of the artifacts, values, and underlying assumptions of the Hospital culture. The data for this analysis was collected through direct observation, review of internal materials published by the Human Resources (HR) Department, and reports provided by external consultants and the State of Maryland. The observations are based on direct interactions with current employees of the Hospital. Employees observed represent executives, senior level management, clinical staff, and the bottom line. HR materials used for this analysis are published on the Hospital internal website that is only available to the Hospital employees and considered confidential. No direct quotations of these materials are available. HR materials reviewed are based on current organizational issues, reports provided by outside consultants, and policies and procedures. Information is also based on statistical data provided by the Hospital to the State of Maryland. The Hospital prides itself on...
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...success of Mayo, what does Mayo need to do from an HR perspective to maintain this standard of excellence? This case identifies the strategies used by Mayo to achieve excellence in employee and patient satisfaction. The case describes how this complex service organization fosters a culture that exceeds customer expectations and earns deep loyalty from both customers and employees. The role of HR is analyzed to explain how strategic HRM enables the organization to achieve its strategic business objectives. INTRODUCTION Mayo Clinic is the first and largest integrated, not-for-profit group practice in the world. Doctors of every medical specialty work together to care for patients, joined by common systems and a philosophy that "the needs of the patient come first." More than 3,300 physicians, scientists and researchers and 46,000 allied health staff work at Mayo Clinic, which has sites in Rochester, Minnesota, Jacksonville, Florida, and Scottsdale/Phoenix, Arizona. For many decades, Mayo Clinic has been ranked as one of the top medical institutions in the world. Over the past few years, the entire health care industry has been experiencing immense challenges. Mayo is not immune to these challenges and faces the risk of losing critical components of its culture and overall tradition of excellence that have been at the core of its success. Given the current and historic success of Mayo, what does Mayo need to do from a human resource (HR) perspective to maintain this standard of excellence...
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...High Performance Work System An attempt to create an environment that comprises of self managed teams, greater involvement and responsibility of employees, quality circles, new flexible technologies, innovative compensation and appraisal schemes, flatter organizational structures, increased employee training and development and continuous improvement is normally termed as a high performance work system (HPWS). However to be considered as an HPWS an organization must consider certain HR policies and approaches that will enhance its employee’s performance level. HPWS has been defined by Bohlander and Snell as “a specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment and flexibility”. According to Barnes HPWS comprises of three main components which comprise of “increased opportunity for employees to participate in decisions, employee training and employee incentives.” However due to the drastic changes in today’s work environment he also included technology as the fourth component of HPWS. The reason for this was the role that technology has started to play in dictating the organizational development. However it should be made clear that the technology has not to be a leading edge technology but in fact it should be competent enough to provide necessary infrastructure for communication and sharing information that is vital to business performance. Things to consider while implementing HPWS: According to one...
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...United States v. Hilton Hotels Corporation INTROUDUCTION My proposal for this research is to figure out how a hospital can offer healthcare at a reasonable cost without compromising service and the safety of patients. In today’s healthcare market with so many competitors and the cost of healthcare it is important for a hospital to embrace organizational change with the trends in healthcare. The cost of staffing the best talent can be a difficult one along with retaining your staff but not comprising services or needs of their patients. Human capital can come at a high cost. Especially if you want to be top in your market. BODY The focus will be attracting talent, offering a competitive benefits package and retention of such talent. This is one of the most important things to any hospital to keep their overhead down but stay competitive in their market. How can a hospital attract top talent retain at the same time and keep the cost down? With the amount of competitors available it is a race to locate the best employees that you can acquire. Human Resources have become a major component in this field because of the role that they play in assisting managers and directors with their employment needs. After doing some research I found and article that was wrote about a medical center faced with the exact challenges. Jupiter Medical Center (JMC) was faced with the ongoing issues of recruitment and retention of employees and the huge cost that...
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...HR Functions of Forbes Regional Hospital JoAnn Westerberg HSA320 January 31, 2013 Sherrie H. Lu, PhD HR Functions of Forbes Regional Hospital Since 1978, Forbes Regional Hospital has been the leading care provider in the eastern suburbs of Pittsburgh, offering comprehensive care so patients can receive their treatment in one place rather than being transported to a downtown hospital. Forbes Regional Hospital is a 350 bed facility which annually, has 50,000 emergency room visits, 12,000 surgeries, and 15,000 patient admissions. Forbes Regional Hospital offers the latest medical innovations and procedures so the patients can receive the best care in their own community. Based on the data collected, some of the possible challenges Forbes Regional Hospital can face are harassment, increase in pay, and labor unions. There is a credibility gap between Human Resources, Executive Management, and the other organizational departments. There are people in HR with a variety of background education and skill sets that are not necessarily specialized towards the field they currently hold. Individuals come into HR management with their past experiences as a psychologist or clerical supervisor to name a few. The previous experience they bring to the table normally sets the tone for their current outlook in HR. As a result of the changes to the Americans with Disabilities Act, persons with disabilities can expect to work in safe surroundings without being discriminated...
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...Chapter 1 [pic] Introduction 1.1 Background Of The Report As being one of the biggest hospitals in Bangladesh, Apollo Hospitals Dhaka is at the forefront of medical technology and expertise and provides a complete range of the latest diagnostic, medical and surgical facilities for the care of its patients. The hospital is having all the characteristics of a world-class hospital with wide range of services and specialists, equipment, & technology, ambience and service quality. But the quality of a hospital service is not defined by the appearance of its facility. Rather the service quality depends more on the sincerity of the hospital and its human resources to serve the patients. In Bangladesh, the health care sector is not yet developed. A large number of people go abroad for treatment due to low quality of medical facilities in Bangladesh. And the main target market of Apollo Hospitals Dhaka is the people who want to get world class treatment inside the country with affordable cost. To ensure the proper customer satisfaction, the hospital management has to employ the right people in right place. Prior to this a detailed job Analysis is almost essential. With Job Descriptions and a sophisticated Job Evaluation system, management will be able to recruit and determine pay levels better, determine the types of training the hospital staff should go on and have a basis to appraise them. Job Descriptions furnished by business units are current and accurate...
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...As a strategic and change partner of Washington Memorial Hospital, the Human Resources Division (HRD) is leading the organizational renewal to change our image to become a “Center of Excellence” in Cardiac Care and Surgery. HRD outlined the following changes that will be included in the organizational renewal: • Strategic change: change in strategy, mission and vision • Cultural change: adopting new corporate values • Changes in People, Attitudes and Skills: change in employee’s attitudes, behavior and values • Structural change: reorganization of the hospital’s structure, coordination, extent of control, reporting relationships, tasks or decision-making procedures • Technological change: reengineering work processes, modernizing health systems and advancing technology...
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...Organizational Chart Human Resources Organizational Chart Human Resources Human Resource Function Human Resource Function Recruitment Retention Recruitment Retention Employee Relations Employee Relations HRIS HRIS Compensation/Benefits Compensation/Benefits Compliance Compliance OD OD Workplace Safety Workplace Safety Labor Relations Labor Relations Staffing Staffing Health and Welfare Health and Welfare Healthstream/Education Team Healthstream/Education Team Retirement Plans Retirement Plans Organizational Development Organizational Development RISEN RISEN Wage/Salary Administration Wage/Salary Administration Halogen Halogen MBTI MBTI HR Function Primary Activities and Roles within HSHS 1.) HRIS: Human Resource Information System – Oracle PeopleSoft * Producing electronic pay stubs * Inputting compensation and salary information * W-2, W-4, 1095C Electronic Consent/Forms * Uploading/downloading of benefits after open enrollment * Monitoring life event changes * Inputting and monitoring change in status (FT, PT, PRN status) * Inputting new hire information, * Updating and maintaining current personnel information 2.) Employee Relations * Measuring job satisfaction * Measuring colleague engagement scores * Administering and implementing employee recognition programs...
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...practice in offices located in one of the four professional office buildings connected to the hospital. In addition to the physicians, a workforce of over 2,500 employees and volunteer staff support the medical center. Brookwood is accredited by the Joint Commission on Accreditation of Healthcare Organizations and is licensed by the Alabama State Department of Health. They are a full-service medical facility offering cancer and oncology services, cardiovascular services, cyber knife, digestive/gastro treatment, mental health services, robotic surgery, wound care, high – risk pregnancy care, and one of the most comprehensive women’s care centers in the state. Discuss the specific challenges in managing the relationships between human resources, executive management, and other organizational departments within the organization you chose. There are many challenges in managing the relationships between human resources, executive management, and organizational departments. The corporate vision and mission statements as well as executives stand behind HR and have the belief that people are their most important asset. HR associates are viewed as trusted confidants who add value to the company. Executives believe that HR staff do a great job working as a partner and going forward expect them to expand their skill with a much deeper understanding of the business. Yet, many HR staff members feel that they lack impact and influence within the...
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...INTRODUCTION FOCUS “To be your family hospital. We will not be the largest hospital but we will be the best.” MISSION To be the preferred choice for healing and good health. HISTORY Dr. L H Hiranandani Hospital is Located at Powai, Mumbai. It also has a branch in Thane. It is an ISO 9001:2008 certified hospital. It is the first hospital in Mumbai and in the Western region to be NABH (National Accreditation Board for Hospitals & Healthcare Providers) accredited. Dr. L H Hiranandani Hospital was conceptualized by Niranjan and Surendra Hiranandani and has been built in honor of their father Dr. L. H. Hiranandani. The foundation stone was laid on the 15th September 2002. The major Specialties include Medicine, Surgery, Obstetrics & Gynecology, Pediatrics, Dentistry, Anesthesiology and Complementary Medicine. The hospital has state-of-the-art facilities in different areas in surgery like Cardiothoracic Surgery, Reconstructive surgery, Oncology, Orthopedics, Urology and Urodynamic, Obstetrics, Pediatrics Surgery, Gynecology, ENT, Ophthalmology and minimally invasive Endoscopic surgery and Gastro-Enter ology. Obstetric and Gynecological facilities include high risk pregnancy care, reproductive medicine, micro vascular surgery and gynaec-oncology. The Radiology & Imaging Sciences facility comprises of X-ray, Ultra-sonography, CT scan, MRI, Bone densitometry, Mammography, Advanced clinical laboratory, Cardiac diagnostics - 2D-echo, Stress test, Pulmonary function...
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