Health Care Management

Professor Terrance Duncan

April 12, 2020

Organizations should take the following steps to improve the relationship between HR departments and senior management;

Acknowledge and treat employees in the HR department as internal consultants who can recommend employee relations to the organization (Niles, 2013).

Ensure the collaboration between management and HR employees. This should include management involving HR department heads in meetings aimed at strategic planning (Niles, 2013).

The organization through senior management must also ensure HR department facilitates training and development for all employees regularly (Niles, 2013).

Management and the HR department must actively participate in HR department auditing, to make assessments on the condition of the organization. So that management ensures that the organization is at optimum performance, incentives, turnover rates, and strategic planning especially for human capital should be constantly reviewed (Niles, 2013).

Action plan

How to develop a good relationship between HR and senior management

As the HR Director, the first step would be to establish good internal communication

The best way organizations can build a good reputation for the HR department is through good communication. When managers are not in good terms with HR, it will be seen across the whole organization. This means that eventually, even employees will have a similar attitude towards HR. By allowing meetings and establishing channels for communication between senior managers, key leaders, and the HR department, organizations will be in a better position to find solutions to challenges

being experienced between departments and managers. This will also ensure that troubles can be vented and easily addressed (Hammerwold, 2015).

Appropriate internal communications, in this case, effective vertical communication and horizontal facilitates for a good work environment and will ensure leadership, encourage coordination and engagement within different levels in the organization. As the director for HR, I would ensure that internal communication is planned, verified and implemented to ensure everyone knows who, when, how to contact the appropriate persons. The problem, in this case, is lack of alignment and consistency in communication of business objectives, and lack of appropriate channels for formal communication, which then leaves everyone not knowing what is expected of them at what time, leading to frustrations across the organization (Peteiro, n.d.).

Enhance conflict resolution techniques.

Since conflicts may arise in the workplace, it should be a top priority. Such issues between employees, departments, and managers can disrupt work within the organization. We must ensure that the issues that arise are solved in a timely and rational manner. When dealing with conflict, it is good practice to avoid jumping into conclusions. We can avoid this by listening to the different versions of the story and having an open mind. The possibility of miscommunication, which may further worsen the situation, must be dealt with by enquiring what each party said, and the initial efforts attempted to clear misunderstandings. We can avoid this through developing team-building activities. Team building activities offer a good avenue for managers and employees to bond on a business level. Ultimately, this would minimize the risk of conflicts due to misunderstandings (Blackburn, 2015).

Develop and implement change management resources and frameworks.

For change management, we should acknowledge the role that the HR department plays as internal consultants. The main roles played by internal consultants toward change management include;

Offering specialized consulting expertise in management to improve the overall performance of the organization (Prosci, n.d.).

Utilizing the available corporate structures to resolve business issues, propose and implementing appropriate solutions for achieving organizational effectiveness, process improvement, and strategic planning (Prosci, n.d.).

Acting as the desired change agent, facilitating for education, training and coaching (Prosci, n.d.).

Support for its internal clients through Human resource management, IT, quality management, Intelligence and planning, Health and safety (Prosci, n.d.).

Some key elements that enable internal consultants such as the HR department champion change management include management consulting skills, change management, coaching, project management skills, business optimization, decision making, managing and developing individuals and the ability to communicate organizational vision to others effectively. These are important for preparing the organization for managing and reinforcing change (Prosci, n.d.).

My reason for establishing the change management resources is that individuals involved in a change process would prefer to hear this from individuals in the top level of the organization about the reasons for the required changes. This is concerning why changes should be happening. Why these changes are happening now and what risks are associated with not allowing these changes?

In addition, staff members want to hear directly from their supervisors on the impact of such changes, like how these changes will have an impact on their daily work. This then will involve a communication specialist and relevant change management, consultants (Prosci, n.d.).

The reason for change management resource is to ensure that it is the preferred senders can effectively deliver their messages. This will be achieved by segmenting audiences, building presentations, schedule communications events and come up with appropriate talking points (Prosci, n.d.).

Training and development.

Ensure that HR provides extensive training to all employees on a routine basis to enhance development and overall business success. Well-trained employees work efficiently and are more productive because they are highly motivated through job satisfaction and security. Motivate employees are well acquainted thus will require less supervision. Training will be conducted as both on the job and off the job training. (Management Study Guide, n.d.).

The next step in my action plan would be to facilitate regular audits in the HR department.

Such audits focus on HR policies, practices, and procedures to enable us understand the state of the company and potentially identify loopholes in terms of adequacy, effectiveness and legal aspects of these HR practices, procedures and policies.

I would ensure that these HR audits are in form of;

Compliance audits, mainly focused on how accurately the organization is in terms of complying with state, local and federal laws (SHRM, 2016).

Best practices audits aimed to ensure our organization can improve and maintain a competitive advantage through cross-comparisons between our practices and those of relevant companies known to have exceptional HR practices (SHRM, 2016).

Strategic audits, focusing on the various strengths, weaknesses, and opportunities of the different processes and systems to help us know if these are in line with both the organization's and HR department's strategic plans set (SHRM, 2016).

Function specific audits will be centered on the specific human resource functions such as records management, performance management and payroll management (SHRM, 2016).

Through the following action plan, our organization will be in a better position to understand the state of things, what is lacking, what we can improve on and the appropriate actions required to ensure a conducive working environment for employees, teams, management and our leaders.

References

Blackburn, A. (2015). How to Improve Relations Between Your Managers and Employees. Retrieved from: https://www.business.com/articles/how-to-improve-relations-between-your-managers-and-employees/

Hammerwold, S. (2015). How HR Can Have a Good Relationship with Managers. Retrieved from: https://workology.com/how-hr-can-have-a-good-relationship-with-managers/

Management Study Guide, (n.d.). Training of Employees - Need and Importance of Training. Retrieved from; https://www.managementstudyguide.com/training-of-employees.htm

Niles, N. J. (2013). Basic Concepts of Health Care Human Resource Management. Jones & Bartlett Publishers, 2013.

Peteiro, D. R. (n.d.). Techniques for Improving Human Resource Management in the Enterprise. Retrieved from: https://www.sinap-sys.com/en/content/techniques-improving-human-resource-management-enterprise

Prosci, (n.d.). How Internal Consultants Support Change Management. Retrieved from: https://www.prosci.com/resources/articles/internal-consultant-support-change-management

SHRM, (2016). Conducting Human Resource Audits. Retrieved from: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/humanresourceaudits.aspx