Human Resources Development and Training

· Briefly show how this DIP links to human resource development/Educational Leadership and how it fits with this evaluation/action research. Emphasis should be on application of the field to your DIP and not simply defining the field.

The Improvement Process (HRD)/ Improvement Science (Ed Leadership) Framework

· Briefly state the two underlying process models that guided the project (for example, Rothwell’s HPE, PDSA Cycle, Phillips Model of Evaluation,).

· Be sure to share how it will be applied

· Be sure to include a process map/diagram of each model

Background

Provide the background of the organization (its purpose, its constituents, when established etc.) and factual information are pertaining to the performance issue.

Performance Gap (HRD) /Problem of Practice (Ed leadership)

· Be sure to make compelling case that the problem of practice…

· is defined through the process of systematic & intentional inquiry (Formative Data Collection)

· is informed by critical review of data and perspectives across the boundaries of the organization

· Start this section talking about how Rothwell/PDSA Cycle 3 improvement question will guide this process.

1. What is the performance issue?

2. When does it occur?

3. How often does it occur?

4. Where does it occur?

5. How frequently does it occur?

6. Why does it occur?

7. Who is affected by the performance issue?

· Focus here on your Data Collection process: What are the primary and/or secondary sources of data used to determine the problem of practice? Consider the following questions and right your content with this flow:

· What and why are you using this data collection method? (Surveys, interviews, focus groups etc.)

· Whom did you collect the data from?

· What was the procedure to collect the data?

· How long did it take?

· What was the data collected?

· How was it analyzed?

· How did it inform the next step in the process?

· End this section with a clear statement of the Problem of Practice

· Describe the performance gap or issues as revealed from your data.

· State if the problem is at the individual, group or organizational level

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Causal Analysis

Not only explain the performance gap, but think about illustrating it as well by using a cause-and-effect Ishikawa Fishbone diagram.

As you introduce the diagram, you want to clearly show how it illustrates and was informed by your data analysis.

· Here is where you need to make a compelling case that your problem of practice is likely to yield performance improvement or change. Do this by introducing Kurt Lewin’s Model of Change and briefly:

· Describe the current situation?

· Describe the desired situation?

· Identify where the current situation will go if no action is taken

· Important to include diagram highlight the driving and resisting forces.

Have two or three sentences that sum up the problem of practice and lets the reader know that in chapter 2 you will be looking at alternatives and best practices to address the performance gap/problem of practice.

ANALYSIS OF ALTERNATIVES

5. Alternatives

· In this section, every solution or course of action that could possibly solve the central problem should be succinctly described.

· Consider using a driver diagram for illustration

· This should be supported by relevant literature findings that informs the solutions.

6. Discussion and Analysis

· Analyze and discuss the alternatives thoroughly in light of the relevant factors.

· Compare and discuss in detail the relative importance of the advantages and disadvantages of each course of action. Consider using a comparative analysis table.

7. Conclusions

· At the end of the discussion and analysis section and even as the analysis is being completed, certain conclusions start becoming obvious. State these conclusions in this section.

· List the conclusions arrived at as a result of the discussion and analysis.

· Conclusions are based solely on the discussion and analysis.

Please Note: This paper is in the required APA 7 format.

Company Name: Regional Health Care Clinic

Dissertation Question:

Regional Health Care Clinic:

· “How do they address servicing a mass of registered members, honoring the medical reimbursement regulations and maintain patient satisfaction?”

Chapter One Sections To Expand

HUMAN RESOURSES DEVELOPMENT WORK PLAN OUTLINE

Section 1. Introduction Describe the nature of the Dissertation in Practice, human resource development and the underlying theoretical framework used for the Dissertation in Practice (Use Phillips Model of Evaluation Model ).

Section 3 - Performance Gap Describe the HRD performance gap or issues as revealed from initial contact/interview with client organization’s representative using Kurt Lewin’s Force Field Analysis This must be included and you can find the guidelines online, (Describe the current situation? Describe the desired situation?

Identify where the current situation will go if no action is taken; List all the forces driving change toward the desired situation; List of the forces resisting change toward the desired situation etc.) in conjunction with William Rothwell’s guided performance improvement questions:

1. What is the performance issue?

2. When does it occur?

3. How often does it occur?

4. Where does it occur?

5. How frequently does it occur?

6. Why does it occur?

7. Who is affected by the performance issue? State if the problem is at the individual, group or organizational level. Not only explain the performance gap, but think about illustrating it as well by using a cause-and-effect Ishikawa Fishbone diagram and Kurt Lewin’s Change Model.

Section 4. Literature Summary of the Central Problem Define the central performance problem in one sentence. Summary of literature related to the central problem

(these are the 3 areas this paper has focused on)

· Information Technology

· -Business Operations

· -Status of Patient Satisfaction

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· Regional Health Care Clinic:

· “How do they address servicing a mass of registered members, honoring the medical reimbursement regulations and maintain patient satisfaction?”

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· By

· XXX

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· This human resource development (HRD) dissertation in practice used the human performance evaluation (HPE) model to analyze patient satisfaction at the reception department of an Ophthalmology Clinic. To assess patient satisfaction, the following research question was posited: “How does they serve the mass of registered members, honor the medical reimbursement regulations, and maintain patient satisfaction?

· Using Rothwell’s model the RECC led to examining their business design, organizational structure, and information technology. The Analysis, Design, Development, Implementation, and Evaluation (ADDIE) model, designed to develop employee expertise used to establish new processes for this study. The new processes were evaluated using Phillip’s model to determine the return on investment.

·

Table of Contents Model of Change (HRD)/Improvement (Ed Leadership) 3 Chapter Summary 3 - EXECUTIVE SUMMARY 7 - Overview 9 - Background 9 Background of the Organization 11 (This section needs to discussed) 11 SWOT Analysis Needs to be added 11 (What it is and why we use it and how did you get the information for this.) 11 Diagram place here 11 Strengths (talk about your organization and support it with research for each of the sections) 11 Weaknesses 11 Opportunities 11 Threats 11 Performance Gap 12

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The University requires candidates for the doctoral degree in educational leadership with a specialization in Human Resource Development to complete a dissertation in practice. A dissertation in practice demonstrates how a scholar practitioner identifies a problem of practice a (performance issue) within an organization, analyzes it, provides a solution, implements the solution and evaluates. The format of this paper starts by identifying the organizations and the problem of practice, and then provides a “casual” analysis, a theory of change, a change initiative and an evaluation. This study examines a medical clinic’s organizational structure by integrating three conceptual models—Human Resource Development (HRD), Human Performance Enhancement (HPE), and Analysis, Design, Development, Implementation, and Evaluation (ADDIE)—for analysis and development of their business organization and future requirements.

Providing good services and products should be the goal for all existing and new businesses organizations, and influence their design to enhance consumer satisfaction. For existing and new companies Information Technology remains a major part of selecting their organizational processing and departmental structures. The return on investment is the ultimate goal for existing and new businesses alike, the need to understand if their organizational structure is making a profit and making their operations to keep it successful.

· The organizations and use for this project is a real organization. A fictitious name was used to ensure if re the confidentiality of the real organization and parties involved. The Regional Eye Care Center (RECC) receives patients on the basis of referrals from those patient’s primary care providers. The father of the current owner both are ophthalmologists established the RECC in 1968. Dr. Brown inherited the RECC after the passing of his father in 1995. At the time of this writing the RECC is composed of three ophthalmologists, four optometry assistance, an office manager, two medical billers, one file clerk, and one intake specialist. The medical team at the RECC medical professionals has a very low turnover rate averaging a minimum of five years each. The office manager, medical billers, and intake specialist average a minimum of two years of employment. Today HMO’s govern the practicing medical and specialist practitioners providers wanting to service its because they pay the This growth of the RECC is

· “The managed care revolution of the 1990’s achieved an important, if temporary, success. It stabilized health insurance premiums and National Health Care expenditures.” This shift in regulations and policies for the healthcare and specialist alike evidence-based medical professionals can apply to join their networks. During this period, Group Health Cooperative and Kaiser Permanente, the largest HMO. Group Health Cooperative faced the need of addressing servicing a mass of registered members while, providing patient satisfaction. Operating made possible by new policies and practices of the 1990’s of Healthcare and Maintenance Organizations (HMO’s). The HMO’s partnered with medical specialists creating their own network where Primary Care Providers can refer patients. The RECC has collaborated with multiple HMO’s amounting to an average of 90% of the patients they serve monthly. The other 10% of their business is fro from paying customers.

Problem of Practice

---USE ROTHWELL’S MODEL: Following the steps and answer all of the questions.

----- Provide a summary of your findings and recommendations.

Guided Performance Improvement

Based on your findings --- Design a simple diagram of your findings & recommendations.

SUMMARIZE the identified performance gap XXX

Fishbone Analysis

The fishbone table summarizes how these categories are applicable to the performance gap that has been identified for the purposes of the present project.

Analysis of Alternatives:

(Discuss each alternative and explain why & how they maybe another solution for the problem.

Information Technology, Re-develop business organization & structure, Staff Development)

Root Cause of the Problem

(Use Rothwell’s root-cause analysis to answer this question in One Paragraph.)

1