Creating and Maintaining High Performance Work Environment
Using the Baldrige National Quality Organizational Profile Chart which addresses key practices in a health care organization that provides services to people, the chart helps organizations to understand performance management (National Institute of Standards and Technology). Every supervisor’s job is to recognize what stage the employee is currently at, and to assist and encourage them to progress along the corporate ladder to their highest level.
Reducing Employee Turnover
A good manager reduces unwanted employee turnover and the high cost of recruiting, hiring, and training new staff by moving these costs from hiring new employees to keeping and developing experienced ones. For example, at Compass, Inc., part of the Residential Coordinator’s job to motivate the employees so productivity can be increased by providing opportunities for career development and the same time providing quality care (Lighter & Fair, 2004). Other motivating techniques, such as delegating responsibilities and shared decision-making are also very important in the workforce environment.
Steps to reducing employee turnover
According to Nash & Poling (2009), it is important for an organization to hire the right people and this can be done with the help of the Human Resource department. An investment in upgrading the workforce is one of the best investments an organization can make when looking at long-term growth. Hiring the people that are a good fit within the culture of the organization means that their values, principles, and goals clearly coincide with those of the organization. In return, the organization should invest in training...
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Determined healthcare systems routinely examine their environments internally and externally to locate significant trends and forces in the present and for the future which will have an effect on their performance goals and mission efforts. These healthcare systems understand who their stakeholders are, their needs and how best to meet those expectations and needs. These systems give attention to specific efforts on accomplishing goals that acquire opportunities in the whole environment while they continue to adjust their internal structures and functions. Precise aims are dealt with by uninterrupted sequences for performance improvements. Strategic directions for systems originate from the mission and directives. Strategic directions are identified by observing key stakeholders, addressing their interests and being proactive about responding to current, as well as, future shifts and trends in the systems’ entire environment (Skinner, 2001).
Moller-Maersk Group a multinational company that deals with the shipping of onshore and off shore commodities, has to be one of most highly successful companies to date. The contributed success of the company ties directly into the human resources department as a whole. As a matter of fact, many organizations credited this company for laying the foundation for best known practices. Management of Talents in the company has resulted in increased efficiency and overall growth in the company. Training needs are handled by the Human Resource department, thus ensuring that the workforce in the company is well rounded and equipped with the right knowledge to make them survive in this competitive world. This paper will allow some explanation
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
In order for a healthcare organization to achieve prosperity it must be connecting itself to its strategy over time for long term success. It must understand its strengths, weaknesses, threats, and opportunities within which the organization exists. It is important to say that this comprehension is a critical ingredient when planning for successful processes. The prescription for success in health care is no different than for any other highly dynamic, competitive industry. But “Cleveland Clinic has added something else to become a fast-growing, $6.5-billion non-profit health-care giant -- an eye for entrepreneurship, pushed by President and CEO Delos M. "Toby" Cosgrove, M.D., in the decade since taking its helm” (Parsons, 2015, p.32-34).
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
Due to WellStar being a multi facility health system, its organizational design is constantly being reviewed for simpler and more efficient processes. WellStar’s two smallest hospitals, WellStar Paulding and WellStar Douglas, previously under went reconstruction with regards to their hierarchical structure in Patient Access Services (PAS). WellStar Paulding, the smallest facility of the five hospitals, renovated their managerial chain of command in PAS. WellStar Paulding’s patient volume is less than half in comparison to the 4 additional hospitals. As a result, their staff is smaller and only requires minimal supervision. In the past WellStar Administrators requested supervisors for every department, a manager of the entire department, and a director that managed PAS’ management directly and PAS staff indirectly. Recent cuts ...
Overall, human resource plays an important role in the business growth of a company. This is mainly due to the strategic issues faced are mostly human related based. Hence, with strong human resource management, companies will be able to maximize the gains from their employees that will result in maximum productivity that further leads to higher and sustainable growth.
It is important to motivate staff and earn their respect. Motivating staff starts with simple acknowledgement. For example, I might say to one of my workers, “I like how you exhibit good team work, Jane”. Employees like to be recognized for their work and abilities. Recognition also includes providing regular feedback about their performances, which promotes staff motivation. As a manager, motivating staff will hopefully allow me to earn his or her respect through genuine compliments, frequent acknowledgment of strong attributes, while focusing less on negative attributes, and involving my staff in the decision making process. Staren (2009) says, “Staff members work harder for managers they like and respect. In addition to the evident interpersonal skills of being approachable, friendly, and polite, the manager must ensure that he is behaving in a manner that will engender trust and admiration” (para.16). I want to be that manager whose staff will work hard for him. I also want to be the manager that when I call my staff to ask if they can come to work because the facility is short staffed, he or she will come because of me. When you motivate your staff, respect follows and your workers will do more for
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
It’s a common understanding that a given business organization is established with the main aim of making profits. In order to realize the set goals and objectives of such a business organization, there are certain departments charged with distinct roles within the organization. Furthermore these goals and objectives are usually defined in terms of economic prosperity that is manifested through huge volume of sales as they reflect huge returns. One of these departments includes the human resources department which has a responsibility of interviewing, hiring, remunerating as well as promoting employees. It’s one of the most important department in a business organization as the employees working under it are the ones who provide the required human labor to the organization. Since the human
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Boulder County Public Health (BCPH) is a public organization that has five divisions with over 200 employees responsible for delivering numerous programs to the community, which protect and prevent individuals from harmful diseases (Boulder County, 2011). Their mission is: “Boulder County Public Health shall protect, promote, and enhance the health and well-being of all people and the environment in Boulder County (Boulder County, 2011, ¶ 1).” In an effort to standardize the employee evaluation system across all five divisions, the organization developed a standard performance management system in 2005. According to Aguinis, there are fourteen characteristics that form an ideal performance management system and Boulder County Public Health’s performance management system will be evaluated to see which of these characteristics their system has.
The Case Study exercise allowed us to take a role that is outside of our expertise and to critically think about how each position contributed in the realm of patient care. In this case I took the role of an administrator. As the administrator I learned factors that affected the stability of an organization. Arguably there were several factors that an administrator has to understand and a slew of entities that an a...
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)