HSA5500CBE Section 01CBE Healthcare Leadership and Human Resources (11 Weeeliverable 02 - Healthcare Human Resources Strategies, Practices, and Tactics Deliverable 02 - Healthcare Human Resources Strategies, Practices, and Tactics

Human Resource Job Proposal

Jennifer Franks

Rasmussen College

HSA5500CBE Section 01CBE Healthcare Leadership and Human Resources (11 Weeks) - CBE - 2021 Fall Quarter

Lynne Croteau

October 12, 2021

Wynn Regional Medical Center

Memorandum

To: John Doe, CEO Wynn Regional Medical Center

From: Jennifer Frank’s, Vice President of Human Resources

Date: October 12, 2021

Subject: Hiring proposal for HR Director

Brief Overview of the Case Scenario 

The Human Resource Director t the Wynn Regional Medical Center (WRMC) resigned recently. The resource department notified the hospital. Surprisingly, it was not long before the previous Human resource director also left. The vacancies affected the HR department greatly as some pending policies and strategies were still to be implementing. The hospital will most likely experience a crisis as some positions are still vacant for months as the leadership skills and knowledge required are lacking. Using a descriptive strategy to help in the recruitment, training, and succession plan would help solve the human resources problem and staff shortage.

                                                                    Recruitment

Hiring a new HR director would be the first step to undertake. A qualified HR director would resolve the issue that is affecting the human resource department. The recruitment phase involves three phases. First, the preparation consists of setting up the required skills before posting it as a vacant position. Next is a shortlist of applicants to look at during the selection process, and lastly, choosing the right candidate. For starters, the HR directors should have a certified bachelor's degree in human resource management. They can encourage health researchers, managers, policymakers, and other institutions' experience to complement the qualification. 

                                                               

Qualifications

· As for the skills, they should have good communication skills, organization skills, budgeting, decision-making, development, and training skills. They should be able to sit for a prolonged time at the desk and work on the computer Study the relationship between HRM practices, policies, and systems and staff performance. The candidates should clearly state these requirements in their cover letter Must be able to adapt to the organization's needs. To advertise the vacancy, we could consider promotion from within the organization [LC1] , use social networks like LinkedIn to connect to HR professionals or ask referrals from employees for people they think could qualify for the positions (Hu, 2014).

                                                                Training

Training is a crucial requirement to ensure that the employees understand their responsibilities and duties. While training, one should consider topics that would be the most relevant. The training intends to impact new skills to the person that will help them handle the different challenges they are likely to face while on duty. In our case the staff shortage at the hospital. Training the Director equips them with skills and knowledge on handling difficult situations that arise at the hospital and help run the department smoothly. The training will minimize the rate at which the HR directors are resigning. I would recommend a one-week seminar that will be interactive with well-established HR directors from other firms. They will understand some of the challenges that other firms face and how they cope with the issues. One week will be enough as we will need the HR's skills immediately as the current situation is alarming. The HR director is the organization's ambassador as everyone in the institution looks up to them to guide the various roles. The essential skills they need to learn are leadership care, development, organization, decision making, and communication skills. ( Blouin et al. 2006)

Leadership involves recruiting staff, solving administrative issues, implementing the regulations, and ensuring the safety and care of patients. Leadership skills will be employed while retaining and recruiting hospital staff, handling compliance, performance evaluation, and making security safety and sanitation of the facility and work environment. The HR manager can develop plans that keep up with the new trends that improve healthcare quality through development skills. In addition, they can create training sessions to build leadership and management in various departments. 

                                                               Succession plan.

A succession plan involves identifying a crucial post within the firm and supporting a team member for a future role. The succession plan ensures that the succession and management of the organization are not affected. For a succession plan to be successful, it needs to be put in place at best a year before. Every organization needs to have a succession plan. It serves the following purposes. One is acts as a guarantee to stakeholders that the organization is not likely to collapse due to the lack of a crucial leader. Two, successors minimize extra costs the company expects to have while looking for a replacement in the case of sudden resignation [LC2] . I would suggest the vice president of the human resource be the successor to the HR director. The vice president should be the successor because they share the same role, and since they work hand in hand through time, the vice will have gained enough experience to manage as the Director. (Estedadi et al. 2015)

   [LC1] Why would you consider them? Would you reach out to them to see if ey want to come back? 

It is unclear why the vice president should be the successor.

  [LC2] This is the word for word from 5 Reasons You Need

A Succession Plan

References

Blouin, A. S., McDonagh, K. J., Neistadt, A. M., & Helfand, B. (2006). Leading tomorrow's healthcare organizations: strategies and tactics for effective succession planning. JONA: The Journal of Nursing Administration, 36(6), 325-330.

Estedadi, E., & Hamidi, K. (2015). The importance of succession planning in organizations. Advanced Social Humanities and Management, 2(3), 41-47. https://medijobs.co/blog/5-essential-skills-every-hr-medical-manager- needs/#.YWhxp_nMI2w