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 at 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. Comment by Lynne Croteau: Capitalize all proper Nouns. Human Resource Director.

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. The preparation consists in setting up the required skills for the position before advertising the work, the selection process to shortlist the applicants, 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. Comment by Lynne Croteau: Advertising the position. also, you are missing the answers to these questions: How do you plan on finding a qualified

Qualifications

As for the skills, they should have good communication skills, organization skills, budgeting, decision-making, development, and training skills. The HR managers should engage healthcare workers in higher practical responsibilities to motivate them with confidence in their daily duties. The HRM manager should address health workers' annual increments in remuneration and performance incentives. Study the relationship between HRM practices, policies, and systems and staff performance. The candidates should clearly state these requirements in their proposals. To advertise the vacancy, we could consider past applicants, 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). Comment by Lynne Croteau: https://www.ijhsr.org/IJHSR_Vol.9_Issue.1_Jan2019/34.pdf Comment by Lynne Croteau: what proposals? Comment by Lynne Croteau: Why would you consider them? Would you reach out to them to see if they want to come back? This is unclear.

Training

Training is a crucial requirement to ensure that the employees understand their responsibilities and duties as recruits in the department. A condition involves selecting a topic relevant to what the individual will major. It will impact new skills to the person that will help them handle the various challenges that 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 hospital smoothly. The training will minimize the rate at which HR is resigning. I would recommend a one-week seminar with a qualified human resource trainer. One week will be enough to train them as we will need the HR's skills immediately as the current situation is alarming. The HR 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) Comment by Lynne Croteau: ?? Comment by Lynne Croteau: What will? Comment by Lynne Croteau: The HR Director will not run the hospital, they will run their HR department. Comment by Lynne Croteau: Employees in HR are resigning. Comment by Lynne Croteau: Where will you get this HR trainer? Comment by Lynne Croteau: What will be part of the seminar? What type of training? Comment by Lynne Croteau: HR Director

Leadership care for the manager 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 ensuring safety, security, 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. Comment by Lynne Croteau: ? Comment by Lynne Croteau: This is all paraphrased from this site with no citation or reference: https://medijobs.co/blog/5-essential-skills-every-hr-medical-manager-needs/#.YWhxp_nMI2w

Succession plan.

A succession plan is a process of identifying a crucial position in the firm that would need the institution to consider having potential stand-by leaders that can take up the role to ensure the organization's survival. A leadership transition plan year before is the best. Having external and internal successors makes it easier for the company to transition even in the sudden resignation of a critical role. The benefit of a succession plan is that the company will not undergo the extra cost of starting from scratch yet the possibility of wrong hiring. A clear succession plan shows that the organization has proactive management of the current staff to the invested parties. A clearly defined and communicated succession plan demonstrates to invested parties that you proactively manage the current team and plan for the future. 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. (Garman et al. 2004) Comment by Lynne Croteau: Where did you get this definition? Comment by Lynne Croteau: reword Comment by Lynne Croteau: this was paraphrased from 5 Reasons You Need A Succession Plan Comment by Lynne Croteau: This is 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.

Garman, A. N., & Glawe, J. (2004). Succession planning. Consulting Psychology Journal: Practice and Research, 56(2), 119. Comment by Lynne Croteau: I cannot open this reference.

Jia, X., Yu, F., Wang, J., Iwanowycz, S., Saaoud, F., Wang, Y., ... & Fan, D. (2014). Emodin suppresses pulmonary metastasis of breast cancer accompanied with decreased macrophage recruitment and M2 polarization in the lungs. Breast cancer research and treatment, 148(2), 291-302. Comment by Lynne Croteau: What is this reference?