Healthcare Human Resources Strategies, Practices, and Tactics

Running head: HEALTHCARE PRACTICE ASSIGNMENT 2

HEALTHCARE PRACTICE ASSIGNMENT 2

Healthcare Human Resources Strategies, Practices, and Tactics

Elizabeth Staska

Rasmussen University

April 15, 2021

As per the scenario, the Human Resources Director of Wynn Regional Medical Center (WRMC) resigned from the job. Within recent two years, this is the second HR director who has left the office. Due to job resignation reasons, the whole HR department is worried because there is no proper individual in the center to handle different organizational policies. There are many job positions available in the company, which are running vacant due to not finding appropriate candidates with accurate and adequate skills, knowledge, and expertise. The Wynn Regional Medical Center (WRMC) CEO asked me (a fresher HR Vice President of the company) to make a hiring proposal to recruit a new HR director. In this assignment, I will prepare the proposal, including the information on recruiting, training, and succession planning for the latest HR Director.

Recruitment

In most cases, it has been observed that the qualification of an HR director has a minimum of a bachelor's degree with several years of work experience. So, afore hiring an HR director, the first condition will be to graduate and have decent work experience in this field. It is the basic point that we must take care of to find a qualified HR Director. We will set four rounds of the interview, including a machine test, technical consultation, a managerial interview, and an HR interview. Comment by Lynne Croteau: Where was this observed? Did you research this? If so, where are you references? Comment by Lynne Croteau: Be specific. What are you looking for? What type of degree? Bachelor, Masters? What type of work experience do you consider decent? You need to state what you want. Comment by Lynne Croteau: Discuss briefly what each of these are…

On the other hand, the advertisement is essential to inform and hire candidates. For that reason, I shall prefer to upload job descriptions in different job portals, including LinkedIn, glassdoor, indeed, CareerArc, ZipRecruiter, Jobble, Cleverism, theLADDERS, etc. Besides this, the company also can post on different social media channels, including Facebook, Instagram, Twitter, etc. The authority also can do offline job promotion as well like an advertisement in newspapers. We can share the news of the HR director job post with television advertising as well. Comment by Lynne Croteau: What about websites that are specific to HR? SHRM.org, HR.com Comment by Lynne Croteau: ? Comment by Lynne Croteau: Such as

For choosing a candidate, we must justify whether the candidate is suited for the job. So, we will look for the candidate's proficiency in English and other different common languages to work with clients and other employees. Besides this, the candidate must have the capabilities to manage the following:

· Workforce safety

· Superior workforce development

· Human resources department development

· Employee-oriented company culture development

Training

After the recruitment, it is time to train the candidate. First of all, we require to introduce the candidate will all employees, HRs, director, and other office staff. After that, gradually, we will make them learn the responsibilities of the HR director, which are usually applied in the company. As somehow, they are experienced, it is expected they will be molded with the work swiftly. However, for the training, we will integrate education for them into the organization. We will also accommodate training programs on different responsibilities in several ways. Besides this, the candidate will get organizational support renewal through training as well. We will also train them on talent management, skill development, and employee/customer retainment, as well as engagement proceedings proficiently. Comment by Lynne Croteau: Introduction with the candidate and all employees.. Comment by Lynne Croteau: Who is “we”? You need to be specific throughout on who is presenting the training. Comment by Lynne Croteau: You cannot “make” anyone do anything… you can “train”. Comment by Lynne Croteau: This sentence needs rewording. Comment by Lynne Croteau: How? What are the ways? Comment by Lynne Croteau: What is this? Organizational support renewel?

We have a bunch of HR experts to train the candidate to get suited for the job post. The CEO of the company will also serve special training to the candidate regarding the job responsibilities profoundly. It will take approximately 4-5 months to train the applicant for the desired job post, i.e., the HR director of Wynn Regional Medical Center (WRMC). We will serve training on the following five major areas to the selected applicant: Comment by Lynne Croteau: What job post? Comment by Lynne Croteau: A CEO is not going to do training unless they report to them. Comment by Lynne Croteau: have

1. How to deal with the company's human resources department smoothly and profitably. Comment by Lynne Croteau: rephrase

2. How to control and serve convictions to the management on various strategic staffing plans, including compensation, privileges, training and development, accounts, and employment relationships. Comment by Lynne Croteau: rephrase

3. How to develop a superior workforce competently.

4. How to deal with challenging situations.

5. About maintaining workforce safety.

Succession Comment by Lynne Croteau: what is succession planning? You did not discuss what this is. Did you watch the archives? Please do. You need to discuss what Succession planning is… how this organization is going to institute a plan. Giving a notice and trying to transfer knowledge to someone else is not part of succession planning.

Finally, we have the goal to develop the candidate as a future leader for the company so that he/she can handle significant roles at all levels. It is extremely important for the company purpose as it will explicitly help the organization prepare for all contingencies by preparing high-potential employees for future advancement.

As we have noticed that two HR directors resigned from Wynn Regional Medical Center (WRMC), I think we should start a policy to inform the resignation notice at least one week afore. At that time, he/she will transfer knowledge to other HR team members. Comment by Lynne Croteau: Isn’t this like a 2-week notice? What if someone just leaves?

If, at any point, the person will resign from the job, those trained HR team members will take the responsibilities on an interim basis. So, as a result, we will get time to hire a new HR director for the next, and if those trained HR team members perform well, it will be great for the company.