No matter the breath or the depth of an organization, it will always have the inherent need for human resources. It is safe to say that without work force, no organization in the world would exist. Recognizing not only the need for people, but also more importantly, the need for skilled, efficient and loyal employees has been a key turning point in defining the role of the Human Resource professional. However, some of the most important and challenging functions of human resource professionals are directly related to the recruitment, selection, training, and appraisal of the organization's employees or potential employee. It is up to the human resource manager or management team to create a process and methodologies in recruiting, training, and appraising its staff in such a way that it is congruent with the values, vision, and culture of the organization.
Medical laboratory professionals work in all areas of a clinical laboratory, providing invaluable information to assist physicians in preventing, diagnosing, and treating of disease. This ever-changing, ever-challenging career offers unlimited opportunities for employment and educational mobility. Nearly 100,000 more medical laboratory professionals will be needed in the United States by 2008. (Sembiante, 1999)
Staffing a 200-bed hospital with experienced phlebotomist is a challenge for human resource in the effort to make their organization into high-performance work system. Phlebotomy has evolved into a profession that requires specialized education and training. Apart from having to master the many required techniques and skills associated with blood drawing and sundry sample collection, phlebotomists also need to ensure compliance with safety and prevention...
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...osition patient for venipuncture. Then check arms for suitable venipuncture site, applies tourniquet, select vein, palpates and traces path with index finger, properly clean venipuncture site with alcohol prep, anchors vein and smoothly inserts needle with the bevel up. Trying to smoothly push tube into holder without changing needle position, adjust needle if necessary to obtain flow, change tubes without changing needle position, fills tubes in correct order and level. Finally release the tourniquet before withdrawing needle, withdraw needle from arm smoothly, applies pressure to site after withdrawing needle, dispose of needle properly and carefully, check site to ascertain bleeding has stopped, label all tubes at the bedside and leave the patient courteously. Once the new hire has completed the following evaluation and passes, the person will be hires for the job.
Orlando Regional Healthcare, Education & Development. (2004). Patient Safety: Preventing Medical Errors. Retrieved on March 2014 from world wide web at http://www.orlandohealth.com/pdf%20folder/patient%20safety.pdf
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Human Resource embraces the spirit of mission of teaching, research and training (NJIT Website). Human Resource core purpose is to facilitate the transformation of work life at any organization to a standard that surpasses the organizational planning objective (NJIT Website). Human Resource Departments has several goals to include attracting, developing and retaining a premier and diverse workforce; anticipating trends and consequently providing strategic solutions; fostering creativity, innovation, and learning as a whole to foster and facilitate change; ensure compliance with all federal, state and local regulations, as well as overseas labor laws where applicable; and to promote fair and equitable treatment for everyone in the workplace (NJIT Website). In this paper we will discuss three scenarios that require assistance from the Human Resource Department (NJIT Website).
In the article “Addressing staffing shortages in an era of reform,” Stanford point out that in a time when change is necessary because of mandated healthcare requirements, there is a shortage of nurses in the field of direct patient care, because they are offered jobs with better pay to oversee office positions. “Health system leaders recognize that these shortages threaten the quality of care they can provide to patients. As a result, competition for talent is becoming more heated in several parts of the country,” (Stanford, 2013). By nurses taking on jobs in other areas of the field, we are left to find people to replace them and when that happens, it creates a shortage on the front line of patient care.
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)
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.
Human resource management and the organizations in which it takes place are facing challenges from a changing environment. Hiring the proper people with the appropriate skills is an essential part of maintaining the workplace. Economic issues which include downsizing, organizational culture, productivity, ethics, demographics, and diversity plays a significant role when redesigning a company 's Human Resource Department. Success in the field of Human Resource requires an update of knowledge continually. Training, certifications, hands-on experience, and tactic knowledge helps to perform a difficult redesigning task with speed and sensitivity. Human Resource actions are comprised of but not limited to equal employment, staffing, compensation, benefits, labor relations, and safety. Ethical issues are
Each year this panel of experts put a microscope on patient safety across the board. They decide where upmost attention needs to be paid. Sometimes items leave the list because there are been strides take to improve in that area and sometimes it continues to stay on the list because they believe the relevance and importance is growing. Healthcare is evolving b...
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
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
The three areas of the tutorial I notice that I am confident in, is Phlebotomy, part 1: Collection tutorials on Venipuncture Process 2, 3, and 4. The Venipuncture Process 2 tutorial explains step by step processes for performing a venipuncture is by identifying the patient, checking the order form and assembles equipment, washing your hands and putting on gloves. The Venipuncture Process 3 tutorial explains when locating a patient’s vein make sure you clean the puncture site, apply the tourniquet, and stabilize the vein without touching the area. The Venipuncture Process 4 tutorial explains after stabilizing the vein, remove the need’s cap and insert the needle at a 15 to 30-degree angle and insert the needle with the bevel facing up. I am
The importance of a sophisticated selection process may be described in terms of theoretical models such as the “Devanna model,” which emphasizes the interrelatedness of the principal human resource (HR) functions on each other [Bratton & Gold, 2012: 18]. The efforts put into the selection process, impact the performance of the worker, and subsequently the appraisal, rewards management and human resource development functions. In terms of performance, selecting applicants without the necessary qualifications and skills consequently leads to comparable lower productiveness. In terms of performance appraisal, selecting employees with incompatible organizational attitudes later requires a stronger supervision and a more frequent appraisal o...
Medical scientist graduates are a declining. Medical Technologists (MT) require a bachelor’s degree and Medical Technologist (MLT) require an associate’s degree to sit for the board registry to become certified. The number of schools that offer these programs has declined over the years because the expense of the program is high and finding externships can be difficult. Therefore, the number of students able to sign up for these classes has decreased. MTs and MLTs are critical to providing laboratory results to aid in the treatment and care of patients. According to the article, “Laboratory Automation: Important Considerations”, “Up to an estimated 70% of medical decisions are based on laboratory test results. Yet, while diagnostic testing is a critically important step toward improving health-care outcomes, many labs remain constrained by tight budgets and limited resources.” (Hickey, 2012) As seen in the Bureau of Labor Statistics, “Employment of medical laboratory technologists and technicians is projected to grow 22 percent from 2012 to 2022, much faster than the average for all occupations.” (Bureau of Labor Statistics, 2014) In order to fill this increasing need, hospital laboratories and clinics have started investing into technology to help manage the workload and fill in the gaps. The hospital that I work for has also adopted the “Lean” concept to help manage time wastage, which allows for a more productive workflow.