Human resource management (HRM) processes are crucial to the success of an acute care hospital facility. In this paper, I will give insight on how HRM processes have to align with the organizations goals and objectives in order to operate successfully. Hiring, training and benefits are a few of the major roles that human resources control in an organization. Therefore, it is important that human resource managers are abreast of all current policies and procedures. Examine a significant way that the Joint Commission has influenced the basic functions of HRM and predict the likely impact of the policies and procedures at the your acute hospital. Provide support for your rationale. The Joint Commission is an accreditation organization that ensures that patients receive safe and quality care is any health care institution. Healthcare employees …show more content…
HRM should review applications as well as search resume databases for the candidates that have the qualifications and skills required for the position. HRM however does not know in depth what the manger is looking for, nor who would be the best fit in the department so they are unable to make the hiring decisions on their own. (Fallon Jr., & McConnell, 2007). HRM should then send the list of resumes to department managers for interview. Once the department interviews qualified candidates for the interview, they make decisions on the candidate they would like to hire. That candidate is sent back to HRM where they complete the hiring process and contact the applicant with a job offer. Having a hiring procedure as such, saves hiring managers time and costs as well as reducing liabilities that may come along with possibly hiring unqualified employees. HRM and department managers have to have a trust in each other’s role in the hiring process to be successful in finding qualified
In this assignment I will be discussing the follow up questions following Chapter Ten in the assigned reading. The assigned reading is called “University Hospital,” The questions I will be answering are; Do you think the scenario in this case is unique to University Hospital, or do other academic medical centers approach HRM and HIT in a similar piecemeal, ad hoc fashion. What suggestions would you provide to the senior management at University Hospital to improve HRM and HIT functions? I will also be providing my research to back up my findings to the assigned reading.
The Personnel staff of the human resource department must be able coordinate and oversee employment and selection processes, including the vacancy announcement program and the scheduling, conducting, and processing of entrance and in-service examinations.
The Henry Ford Health Systems Human Resources department operates under an organized structure. The HFMG is organized as a blend of group and academic practice. The HFMG Chief Executive Officer, Chief Operating Officer, Chairs, and Center Directors lead it (Kelley 2011). The body that oversees the different departments, including the Human Resources department, is an elected Board of Governors (Figure 1). Figure 1 can help in visualizing all this. The head of the Human Resources Department is also the senior vice president and is considered to be high up on the administration totem pole. “Human resources directors are key members of the top administrative group in many healthcare systems, and most report to the CEO, reflecting the industrial model. Placement at that top management level promotes better institutional decisions by encouraging all other administrators to give weight t...
The Joint Commission is an independent, not-for-profit organization, established more than 60 years ago. TJC is governed by a board that includes physicians, nurses, and consumers. TJC sets the standards by which health care quality is measured in America and around the world. TJC evaluates the quality and safety of care for more than 19,000 health care organizations (The Joint Commission, 2011). To maintain and earn accreditation, establishments must have an extensive on-site review by a team of Joint Commission health care professionals, at least once every three years. The purpose of the review is to evaluate their performance in areas that affect clients’ care (The Joint Commission, 2011). Accreditation may then be awarded based on how well the organizations met TJC standard;, however, a site review is not a guarantee of accreditation.
Q: Which of the following two concepts is more critical for international Human Resource Management: understanding the cultural environment or understanding the political and legal environment? Why? Include key terms and concepts from the textbook.
The issue that most organizations face today is selecting the best candidate from a large pool of applicants. Employers need to review their hiring processes to ensure that they hire the best candidates for the job, with the minimum amount of legal risk. Many organizations use the simple interview process to eliminate potentially poor candidates. However, this process can be extensive if an organization is expanding to a new facility and trying to hire a large number of employees, such as 1,200, in a short period of time. Human Resources (HR) personnel do not have to spend lengthy hours interviewing candidates if other structured mechanisms for selecting candidates are put in place to make the process smoother and more efficient.
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
The selected candidates would be called for the interview process. The interview process would involve the task to find out about the previous experience, and to explain about the working ethos and to know the technical know how about the candidate in the form of a structural interview. The HR will plan and decide on the structured questions to be interviewed for the candidates. The interview will also be about the group dynamic of working as a team and getting referrals from the previous workers about the candidates on the working habits and his conduct and character. The candidates will be asked about why he/she thinks that they are the most appropriate candidates to be selected. The candidate will be assessed of his/her confidence to taking up the job from this question and assessed to know about them from a personal, professional qualification that stands out for him to be most suitable for the job. Then the candidate would be asked about what they would offer to the company or job if they were appointed. This brings out their experience to the company from the professional point of view and the technical knowhow of the candidate that is required for the particular job. Then the question is to assess the biggest strength of the candidate and the weakness of the candidates. These questions would be to assess the candidates for the communication skills with the recruiting personnel so that they could have a better understanding of the person and if it is appropriate to appoint him /her to the company (www.jobsearch.about.com).
According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.
Human Resource Management is defined as the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, 2010). A more detailed definition is given by the Society for Human Resource Management which states that “human resource management is the function within an organization that focuses on recruiting, managing, and providing direction for the people who work in the organization” (Schmidt, 2011). The role that human resource management plays is the most vital in all business organizations. This importance is easily seen in running a health care facility. Human resource in health care is important in improving the overall patient health outcomes and the delivery of health care services.
Human resource management plays many key roles in the health care field. Establishment of a
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
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.