...HR Planning and Staffing: How are they connected? We hear the statement: “HR Planning is the foundation of staffing under the new PSEA”. But what does this mean and how do we make it happen? Background HR planning is a generic term that can have many different meanings. For the purposes of this discussion, we mean the following: HR planning is a process that identifies current and future human resources needs for an organization to achieve its goals. It means forecasting an organization’s future demand and supply for employees, based on its business needs; and subsequently developing and employing the strategies required to meet these needs. It involves a gap analysis between current HR supply and future demand. Strategies are then developed to address the gap and may involve recruitment, internal staffing, development, training, contracting and partnering, and activities relating to downsizing. “Forecasting future needs” implies understanding the future business directions of the organization so that the HR needs can be appropriately identified. HR planning can be conducted at the organization level or at any component level but a key to success is always understanding and linking to business direction. HR Planning always starts with understanding the business needs of the organization. There may also be a need to further develop and refine plans for the strategies that are going to be employed and this may result in separate, or integrated, staffing plans, training plans etc...
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... The PPR revealed numerous issues in all areas of NCH. In order to address issues that affect patient safety and accreditation it is necessary to focus on issues that are found to be present in several areas of the facility. These patterns and trends of non-compliance often expose a weakness in policy, procedure, or training that needs to be addressed in order to ensure patient safety and accreditation compliance standards are met. The PPR identified the following trends of non-compliance: verbal orders authenticated in a timely manner, prohibited abbreviations, lack of proper documentation, and clutter in hallways. The PPR also identified a particular area of NCH, 3E, which had an increased amount of issues as compared to other departments. Verbal Orders Authenticated in Timely Manner...
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...Tanglewood Stores - Case 2 This print version free essay Tanglewood Stores - Case 2. Category: Business Autor: reviewessays 18 July 2010 Words: 6001 | Pages: 25 Tanglewood stores Case two Conduct an analysis of Tanglewood's staffing data and determine if their current staffing practices are sufficient to meet their ongoing needs, or if there will be problems in adequately staffing the organization in the near future. Recommend how Tanglewood should design its overall staffing mission and strategy based on their upcoming needs. Calculate representation statistics for various jobs within a single Tanglewood department store to determine where the most critical problems exist. Recommend what you would do in light of the information you obtain in the calculation of various demographic statistics both for this specific store and for the chain as a whole. Specific Assignment Details For the store manager group, you will analyze the information and prepare a report showing the results of the Markov analysis and the EEO investigation. The Director asked you to address these questions in your written report: 1. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process: a. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. This means...
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...Changing the staffing matrix to staffing based on acuity and reducing the unit department’s acquired pressure ulcers will greatly contribute to patient safety and patient/nurse satisfaction. Goal 1: Leadership Development A major problem of the health care system today is the heavy workload of the hospital nurses. Nurses are experiencing job dissatisfaction and burnout due to three main reasons: increased patient acuity, inadequate nursing staff, and higher workload. Staffing by patient acuity is safer for patients. It decreases the heavy patient workload and eliminate overtime. It will also increase the nurse’s job satisfaction and create better patient outcome. The article “Safe Staffing Saves Lives” mentions, “insufficient nurse staffing has been linked with poor patient outcomes, longer hospital stays and increased risk of patient mortality” (2011, p. 16, para. 2). The article summarized how the American Nurses Association (ANA) introduced the formal legislation that required “hospitals that participate in Medicare to form committees that compromised of at least 55% direct care nurses” (“Safe Staffing Saves Lives,” 2011, p. 16, para. 2). Now the ANA has proposed a guideline to solve the nurse-staffing crisis. The ANA’s guideline requires hospitals to set nurse staffing based on five changing condition: patient acuity, patient numbers, nurse skills and experience, support staff, and technology. The guideline promotes staffing by patient acuity, which leads to staffing flexibility...
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...CREATING TEMPORARY STAFFING SERVICE FOR THE DOMESTIC DEPARTMENT. MICHAEL OKOROMADU ROYALFREE HOSPTAL CMI DIPLOMA LEVEL 5 M5006 HYPOTHESIS: The Domestics department will benefit, from the creation of temporary staffing service (bank staff). AIMS AND OBJECTIVE: To demonstrate, the benefits of setting up a temporary staff servicing system in the Domestics department. The Bank Staffing services, will not only help reduce financial expenditure on staffing, but would also help improve and maintain quality standards expected by the Trust. The aims will be achieved by the following objectives; • Analyse the data and information • Look at the option or alternative for agency staffing • Discuss the impact of the research to the domestic department • Recommend a course of action to meet the project aim • Evaluate the research to make conclusions METHODOLOGY: • Identify the problems faced by the department from staff shortages. • Analyse the methods currently employed by the Domestics department in recruiting and allocating of staff, to manage these absences. • Look into the recruitment of agency staff and the legislations guarding this process. • Analyse the Temporary staff recruitment services; the process involved in recruitment, the terms and conditions of employment, and how it would be incorporated in the Domestic Services department. The SWOT analysis...
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...Electronic Staff Scheduling; Selection and Acquisition of a New System University of Phoenix Greg Trainer Electronic Staff Scheduling; Selection and Acquisition of a New System The staffing of a health care organization is a crucial part of running a successful and profitable business. The selection and acquisition process is an important part of any successful information technology project. Understanding the needs, costs, regulations, barriers, obstacles, security issues are all crucial parts of a successful selection and acquisition process. Understanding these parts of the process allows for the implementation of the staffing program. It is also requires a realistic time line for the entire process. During the summer of 2007, Memorial Health System in Colorado was using up to 100 nurses, therapists, administrative support personnel and other health professionals from outside staffing agencies at any given time. After deploying scheduling software, the three hospitals and about a dozen ancillary facilities of the Colorado Springs-based delivery system are using just four to six outside workers at a time. (Cutting Down on Temporary Staff, 2009) Understanding how to select and acquire a new program like a staffing program can increase a facilities overall success. Needs Assessment “A staff scheduling system should be more than just filling a hole or finding a warm body. You want a system that can find the appropriate person...
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...implemented to correct the errors that took place. Four key questions are asked, what happened, why did it happen, what can be changed to prevent it from happening again and how are we going to evaluate the change. This process takes place soon after the event so details are not forgotten. The professionals involved in the root cause analysis would take on roles. The team leader would be a representative from risk management. The nursing supervisor that was working on the day of the event would be the recorder. The team members would include the manager of the emergency department, the RN, LPN, and physician involved with the patient from the emergency department. The advisor would be the chief nursing officer or another member of the executive staff. The first thing is to review the many causative factors that were in place on this particular day. There was inadequate staffing for the emergency department for the number and high acuity of patients that were being treated. There was a hospital protocol for conscious sedation that was not followed. The nurse was ACLS and CPR certified. The patient was not fully monitored for the procedure. This would require Mr. B’s level of consciousness, blood pressure and respiratory status to be continuously monitored. There was no supplemental oxygen provided for the patient nor was his ECG being monitored. A large amount of narcotics and sedatives were used on Mr. B considering his weight and age. The LPN...
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...Chern's Staffing Strategy Melanie Caple Indiana Wesleyan University Staffing, Performance Management and Training HRMT 537-01A Merle Heckman March 29, 2015 Chern's Staffing Strategy Introduction Cherns is an upscale department store that is owned and operated by two siblings Ryan and Ann Chern. Chern’s currently employs over 19,000 employees and has 140 department stores located in 28 states across on the East Coast and in the Midwest. Chern’s ultimate focus and foundation has been built on customer service because they are directly dealing with the customers at each department store. Their staffing strategy is geared towards hiring the right candidates for their full time and part time sales associates that are able to grow and develop their skills for potential higher positions in the organization. We are going to take an in depth look at their current staffing strategies and determine what alternate steps should be taken to allow them to remain competitive and grow their talent pool for future growth within the organization. Long term and short term process and outcome goals While developing the appropriate staffing strategy, Cherns should develop both long-term and short-term process goals that are related to the business strategy. This is important so the management team at Cherns has goals set in place to meet the objectives of the organization and understand how they are performing in accordance with these objectives. Since customer service is key to...
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...PROVIDING QUALITY CARE Nurse staffing, quality of nursing care and nurse job outcomes in intensive care units Sung-Hyun Cho, Kyung Ja June, Yun Mi Kim, Yong Ae Cho, Cheong Suk Yoo, Sung-Cheol Yun and Young Hee Sung Aim. To examine the relationship between nurse staffing and nurse-rated quality of nursing care and job outcomes. Background. Nurse staffing has been reported to influence patient and nurse outcomes. Design. A cross-sectional study with a survey conducted August–October 2007. Methods. The survey included 1365 nurses from 65 intensive care units in 22 hospitals in Korea. Staffing was measured using two indicators: the number of patients per nurse measured at the unit level and perception of staffing adequacy at the nurse level. Quality of care and job dissatisfaction were measured with a four-point scale and burnout measured by the Maslach Burnout Inventory. Multilevel logistic regression models were used to determine the relationships between staffing and quality of care and job outcomes. Results. The average patient-to-nurse ratio was 2Æ8 patients per nurse. A fifth of nurses perceived that there were enough nurses to provide quality care, one third were dissatisfied, half were highly burnt out and a quarter planned to leave in the next year. Nurses were more likely to rate quality of care as high when they cared for two or fewer patients (odds ratio, 3Æ26; 95% confidence interval, 1Æ14–9Æ31) or 2Æ0–2Æ5 patients (odds ratio, 2Æ44; 95% confidence interval, 1Æ32–4Æ52), compared...
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...Security company Example HRM Task 1 1. Describe 5 activities that the new department could take on. * As a new part of a building has been built recently, an additional area will need to be taken into consideration while planning new patrol routes. The department could take on the company Staffing. The department would then deal with obtaining people with appropriate skills, abilities, knowledge and experience to suit the needs of the company. With competently picked team, future Staffing could become the strong side of the company, which as a result, would prove to be a great investment for the company, as the general performance of the company could be achieved. Another activity that could get dealt with in the new department could be Recruitment. As it is closely linked with Staffing it could prove beneficial for the company to have this included in the new responsibilities of the department. Less staff would have to get trained but a better quality training would be preferred to be provided to the employees. This would prove beneficial, as less time would be needed to deal with issues in between other departments. Another activity could be Selection which would involve ascertaining the qualifications, experiences, skills of an applicant with a view to appraising her/him suitability to the job appraising. This would also provide the company and the customers with a better working experience as better staff (more qualified in the areas of communication...
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...role will vary depending on type and size of the facility they work in. A health care manager in a large hospital may oversee one department but work with several health care managers to ensure that the hospital runs smoothly and evidently. But at a smaller facility a health care manager may oversee the entire facility. The role of health care managers can vary depending on the position. Examples are: Clinical managers, Health information managers, and Group medical practice managers. Clinical managers create and implement policies for a specific department, evaluate the performance of personnel and develop the yearly budgets. Clinical managers have medical experience in the field in which they work in. Example they may oversee the department of respiratory therapy they would have some experience or training for this field. Health information manager maintain health records and makes sure medical records are stored properly. They also must be up to date with government regulations and rules as well as software technology. Group medical practice managers work with a group of medical doctors and handle the budgets, billing, personnel, and patients (Role of a Healthcare Manager, 2010). Healthcare manager are also on 24 hour call and may need to travel to attend meetings. Healthcare environment is constantly changing and staffing a department appropriately can be a challenge. It is not uncommon for the budget projections to be different from the actual volume. Hospital managers...
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...demonstrated that a more effective management of human resources internationally is imperative for the success of companies in international business (Shen). Therefore international organizations need to understand the roll that plays the international human resource management (IHRM) department, and the importance of adopting an effective recruiting, selecting, and training strategies that will enable the company to select the right talent for the right places. IHRM plays a very important and challenging roll in the international setting of organizations because “they must develop practices which will maintain congruence with the overall strategic plan of their respective multinational corporations, while balancing the economic, social, political, and legal constraints of the host countries” (Caligiuri). Companies understand that the only way to develop strong and successful global leaders, which are keys to competitive advantage, is through an IHRM department that has a well develop competitive strategy in place. Multinational Corporations (MNCs) like Unilever and Huawei Technologies Co., a Chinese networking and telecommunications supplier, have understood the importance of a well develop IHRM department and have implemented strategies that are aligned with a global approach that support the business operation worldwide (Gartsdie). Based on Heenan and Perlmutter model there are four competitive strategies as well as different training alternatives for global assignees that MNCs...
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...objectives are grouped into working divisions, departments, or other identifiable units primarily by clustering similar and related duties. The result is a network of interdependent units. Each unit (and each person in-the unit) should have clearly defined authority, or a clearly defined list of duties, and one person to whom to report. Organizing is not done once and then forgotten. As the objectives of the company change, * they, will influence the structure of managerial and organizational relationships. One thing is certain in organizing—changes that occur both within and outside the organization will require new approaches, plans, and organizational units. STAFFING Staffing is concerned with locating .prospective employees.to fill the jobs created by. the organizing process. Staffing involves the process of reviewing the credentials of the candidates for the jobs and trying to match job demands with the applicants' abilities/After the employment decision has been made-—the position is offered and accepted— staffing involves orienting- the new employee to the company environment, training the new person for his or her particular job, arid keeping each employee qualified. Staffing also involves the development and implementation of a system for appraising performance and providing feedback for performance improvement. Staffing is also concerned with determining the proper pay and benefits for each job. Many aspects of the staffing function are the...
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...Task 01 From To Mohammed Ruhaib CEO of Lanka Staffing (Network Administrator) Lanka Staffing & Corp Lanka staffing corporation is a temporary staffing agency. The head quarter is situated in Colombo, Sri Lanka and there are 20 branches island wide. In the head quarter there are 150 employees and includes the accounting, payroll, human resources, and IT departments. At the branch office employs 5 to 20 people an in each branch office there is a branch manager and a representative for the IT departments. The company provides 01 to 05 employees from the sales department to work full time at the Customer offices. All head quarter employees use Windows 98 desktop computers and the IT department uses Windows NT Workstation 4.0 desktop computers. Lanka Staffing Corporation has 28 Windows NT Server 4.0 computers at headquarters. Lanka staffing corporation would be the most effective and efficient if the following requirements are implemented. Upgrade its server from Windows NT server 4.0 to Windows 2008 server and use one Active Directory tree. Upgrade all its desktop computers from Windows NT Workstation 4.0 to Windows 7 Professional. Add a new Remote Access Server which will be named RAS2. Add a fresh Internet Information Services (IIS) Server. . We are upgrading our existing operating system Windows NT 4.0 workstation to Windows 7, so the organization has to buy new operating system CD. That will cost us more. Need to buy a Windows Server 2008 CD for the...
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...* 1. RECRUITMENT & SELECTION Group Assignment (CASE ONE: TANGLEWOOD STORES AND STAFFING STRATEGY) * 2. Contents Introduction Staffing levels Staffing Quality Recommendation CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY * 3. Introduction CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Tanglewood was originally founded in 1975 by two entrepreneurs and they are Tanner Emerson & Thurston Woods . Initially They were called originally as Tannerwood with only one store that sold outdoor clothing and equipment that they themselves designed * 4. Introduction CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY It was because of the unique merchandise (quality) and good customer service that won the heart of people, the business grew bigger In 1984 the two friends renamed the company to Tanglewood in 1984. Their business grew in the 90’s t0 243 stores in various parts of US, with Emerson being the CEO and Wood as the President. Regional Managers directly oversee day to day operations. * 5. Tanglewood’s Operating Environment CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Competition and Industry This is a competitive and thriving industry in America, which provides jobs to 23 million people (approx.) and accounts to $3 million in annual sales . * 6. Tanglewood’s Operating Environment CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Table 1: The ROR, ROA and ROI of Tanglewood which indicate corporate profitability (ROA) - efficiently managed its assets to revenue...
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