I recently had the opportunity to interview Jennifer , Human Resource Manager with HCA Physician Services. Jennifer has been with HCA for two years but has been in Human Resources for seven years of which three years in HR management positions. Although she did not have previous experience in the healthcare industry she is highly recommended by her current and former employers. In addition to being a graduate from David Lipscomb with a bachelor's degree in Business Administration, she is also a member of SHRM. A former employee of Uline and Hewitt Associates Jennifer has held positions as benefits coordinator, HR specialist, and most recently as Human Resource Manager. Some of her most important functions are investigating discrimination complaints, resolution of employee grievances, assist management in ensuring that policy and procedures are met, conducting performance evaluations, representing HCAPS in unemployment compensation hearings and EEOC investigations, overseeing recruitment and selection activities, analyze and review discipline records and grievance activities, planning and conducting staff and management developmental training programs, administers pay systems and other programs for HCAPS which includes participating in local and national salary surveys, and reviews job descriptions. HCA Physician Services is a separate division of Hospital Corporations of America. HCA as it is know today was founded by Dr. Thomas Frist, Sr in early 1960 by purchasing Parkview Hospital located in Nashville, T. In 1968, Dr. Frist, SR Frist, JR and Jack Massey created a new company know as Hospital Corporation of America. Through the years they acquired nearly 500 hospitals and surgery centers throughout the world. Currently HCA ow... ... middle of paper ... ...ing an employee a copy. With the help of their manager each employee must schedule and coordinate their individual attendance of any classes, training, or seminar deemed appropriate or outlined in the written development plan. HCA Physician Services HR department functions as most typical HR departments due and conforms to most theories learned in the human resource management text with the exception of the strategic planning function. I found it odd that the HR department was not consulted in regards to any planning activity. Jennifer felt that the reason was because the VP of human resources for HCA had input in planning, however they typically did not have first hand knowledge of the day to day activities at the Physician Services division. This is an area I feel that is weak but overall this is a very well managed company as far as the HR functions are concerned.
during my introduction, I have to slow down and give myself time to breath and also to give my client time to comprehend all that I was saying during the introduction. My body position was slightly leaning towards my client. This helped the meeting to go smooth and relaxed, helping her to feel more comfortable. My body position was welcoming but I feel as though it could have been more relaxed. I could have been more relaxed by not speeding through the introduction and allowing silence when needed so
Activity Report 9: Nonverbal Communication TED Talk I’m very surprised that I really enjoyed and found a majority of the content presented in the TED talk extremely interesting (which honestly I wasn’t expecting). One of the things that I found most interesting was when Amy explained the “power pose.” I also found the quote, “Fake it ‘til you become it” very interesting, I have heard of the quote, “Fake it ‘til you make it” but I really like “Fake it ‘til you become it” much more. I think faking
The human resources department is the most important division in an organization. This division focuses on the activities of their employees. Examples of the activities that are human resources responsibility include but are not limited to; training, benefits and hiring. While pursuing a career in human resources, one will find that there are many different career paths available for them to peruse. Recruitment, coordination and management are three of the most important careers in the human resource
individuals worldwide. The hiring process is cumbersome at best; it can take up to six months to get an open position filled. The human resources department has gone though a transformation; similar to a call center, a ticket is opened and a representative is randomly assigned to the hiring manager. Job descriptions are very general, and do not adequately describe the specific duties of a position. Over-booked HR representatives work with the hiring managers and do their best to understand the job
Human Resource Management can Improve the Competitive Ability of Business The starting point for a human resource strategy is the organisations strategic plan. A workforce must be put in place which provides departments with the correct number of appropriately skilled employees to accomplish targets in all departments. In order to achieve this, the likely demand for products or services must be anticipated and the future implications for recruitment and training considered. Effective communication
Human Resources in any public or private sector agency is the start of the complex relationship among the interviewer and the applicant. Human resources is the department which agonizes about the implication of the decisions made, it is the conscience of the department. The interview is often the introductory meeting between the interviewer and the applicant. In order to ace the interview process the applicants need to practice patience and motivation. Practice makes perfect as the applicant learns
What is HRIS? Human Resources Information System (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology (IT). It is an amalgamation of HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. HRIS is also the collection
the contribution of human resources within an organization. Like information technology, human resources is classified as a support activity, but is absolutely essential to the overall ability to function as an organization of any company with more than one employee. Human resource technology can be defined as any technology that is used to attract, hire, retain, and maintain human resources, support HR administration, and optimize Human resource management. A Human Resource Management System (HRMS)
Ethical Issues in Employment Law Rules and laws for employment are set to protect the working people of this country. But, at the same time these rules also protect the employer. Nevertheless, one must remember that the rules and regulations created by this nation have led this country to become a top member in the global market. So not only such laws help this nation to stay productive, but they also help the country to stay ethically correct. This is very important for this nation, this nation
project is on human resources in mines and how human resources is very important in a mine and in any business or company since it helps control and prevent conflicts that arise between management and miners, conflict like the Marikana incident that happened in 2012. Human Resources also assists the business or company in using resources in the most efficient way possible and this project will inform on the Human Resources functions or roles in a company or business. GB (HR) CONSULTANTS Human Resources
Human resources (HR) is the department of a business or organization that deals with the payroll, benefits, hiring, firing, and keeping up to date with state and federal tax laws, administration, and training of personnel. It is a critical component of employee well-being in any business, no matter how small. Before anyone gets a job, they have to go through the human resources department. The first step towards the job is to set up an interview. But, what really happens behind the scenes when we
Resources can be divided to two types, human resources and budget resources. A leader has to make sure that company have enough resources, enough employees to let managers rotate them during shifts since huge amount of accident happened by human errors and switching them can reduce these errors. Moreover, having not enough human resource will increase pressure on employees to finish the job on time and also may increase
and online business, Tanglewood needs to stay on top of their operations and strategic decisions for staffing levels to maintain quality and keeping their customer service top notch. Their current deficiencies within the company such as a weak Human Resource department and staffing environments being pretty much individually driven, Tanglewood must make some slight adjustments strategically to keep operational changes to a minimum, unless needed versus changing them each time a department or employee
they might be rehire after business improved. Next, put some efforts to solve their worry and empathize with them. 5.0 Conclusion Human resource department is the core to determine a success of a corporation. A success of a corporation come from the contribution by the employees anticipate, adapt and respond to the management change. HR department that can well handle human interact problem such as culture change, morale, and relationship between employees will ultimately enhance potential success for
Mergers and acquisitions (“M&A”) refer to the consolidation of two companies and occur for a number of reasons, including growth, synergy, market power, sustainable competitive advantage, and diversification. M&As enable organizations to share resources, leverage competencies, gain flexibility and create opportunities that the organization may not otherwise have been able to create. An increase of international mergers and acquisitions seen over the last few years can be attributed to advances in