MHC6306 Week 3 Lecture, Discussion, and Project Instructions

MHC6306 WEEK 3 LECTURE, DISCUSSION, & PROJECT INSTRUCTIONS

1

Job Design; Analysis; and Description

A job design refers to arranging tasks related to a job in a way that helps increase productivity, operational efficiency, and quality and reduce job dissatisfaction. As a human resources professional, you must ensure that the employees meet these objectives and that the objectives are tied directly to the analysis and description of any job within the organization. So, you have learned about the role of HRM in dealing with job design, job analysis, and job descriptions. In addition, you will focus on performance management, employee relations, and the disciplinary process.

Resources:

Cogin, J. A., Ju Li, N., & Lee, I. (2016). Controlling healthcare professionals: How human resource management influences job attitudes and operational efficiency. Human Resources for Health, 14 doi: https://su.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=rzh&AN=118354459&site=eds-live

Sadatsafavi, H., M.A., & Walewski, J., PhD. (2013). Corporate sustainability: The environmental design and human resource management interface in healthcare settings. HERD : Health Environments Research & Design Journal, 6(2), 98-118. Retrieved from

https://su.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=90392208&site=eds-live

Additional Materials

Performance Management in Healthcare

Performance management is a process that helps gauge an organization's progress toward its goals. It sets the organization on a path toward achieving excellence in the organization's objectives.

Performance management also helps employees know their contributions toward achieving the organization's objectives. In addition, it helps employees know that their contributions are recognized and acknowledged.

Knowing the contribution of an employee toward achieving organization goals requires a two-way communication between the reviewed and the reviewer.

The steps of the two-way communication process are given below.

1. Clarifying expectations: Performance management begins with a discussion between the reviewee and the reviewer regarding:

· Expectations

· Objectives

· Goals

2. Setting objectives: The expectations, objectives, and goals set in the first step are evaluated periodically.

3. Providing feedback: The reviewer provides periodic feedback to the reviewee. The feedback must include a discussion on:

· Expected results

· Achieved results

· Refinement of objectives to meet current situations

· Removal of barriers to the achievement of results

4. Evaluating performance: The performance should be evaluated at the end of the year. The performance evaluation discussion must include:

· Variances in performance

· Next year's objectives, goals, and expectations

· Ratings

An effective performance management process can be an effective motivator for employees. It can help the HR professionals and the employees achieve the best possible performance for the organization.

In this lecture you analyzed and designed a job description for a healthcare organization, understand performance management in healthcare organizations, and examined the common practices and processes in addressing employee relations. Next you will learn about the importance of HRM in dealing with job design, job analysis, and job descriptions. You also learned about performance management, employee relations, and the disciplinary process.

Resources:

van, d. R., Van, d. B., & S.R. Segers, M. (2013). Understanding informal feedback seeking in the workplace. European Journal of Training and Development, 37(1), 72-85.

https://su.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=eric&AN=EJ1005938&site=eds-live

Clarke, M. A., & Hill, S. R. (2012). Promoting employee wellbeing and quality service outcomes: The role of HRM practices. Journal of Management and Organization, 18(5), 702-713.

https://search-proquest-com.southuniversity.libproxy.edmc.edu/docview/1268167617?accountid=87314

Employee Relations

Employee relations are important for the success of HRM because it is the responsibility of HRM to manage and monitor employees.

An HR professional acts as an advisor or leader for the employees. The HR professional can foster a productive and positive work environment only in consultation with employees and departmental heads.

Employee relations include a variety of activities, such as:

· Coaching and training employees on the performance management system or on employee rights

· Advising employees on policies and procedures

· Advising employees on the disciplinary process or corrective actions to take

· Handling conflicts, disputes, or grievances through mediation and resolution

· Ensuring compliance with employee contracts

· Educating the employees with queries related to the employee handbook

· Investigating complaints or charges of noncompliance with regulations

These types of issues must get addressed in a timely manner to keep empowering employees to perform successfully. For example, complaints of sexual harassment, discrimination, or other work-related concerns are serious issues that HR professionals must address quickly. They must resolve any issues that interrupt the positive and productive work environment, as such issues hamper the achievement of organizational objectives.

One of the responsibilities of HR professionals is to ensure compliance in the disciplinary process. The disciplinary process is a method employers use to inform employees that something is wrong. It generally comes into effect in the case of an allegation of improper conduct against an employee.

So you learned about designing a job description for a healthcare organization. The unit also focused on understanding performance management in healthcare organizations. In addition, you examined the common practices and processes in addressing employee relations. Next, you will learn some exciting and informative facts about healthcare recruitment, selection, and retention and will t also focuses on methods, metrics, and best practices related to recruitment, selection, and retention.

Resource:

Malvey, Donna,M.H.S.A., PhD. (2010). Unionization in healthcare strategies. Journal of Healthcare Management, 55(4), 236-40.  Retrieved from https://search-proquest-com.southuniversity.libproxy.edmc.edu/docview/742470084?accountid=87314

Week 3 Discussion

 

Before beginning work on this discussion forum, please review the link “Doing Discussion Questions Right,” the expanded grading rubric for the forum, and any specific instructions for this topic.

Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.

Job Description, Analysis, and Design and Mutual Respect and Trust

The knowledge of jobs is used for many purposes, certainly in the field of HRM for healthcare organizations. In particular, knowledge of what a job requires an employee to do—the basis for pay—is essential to make comparisons with other jobs for market pricing and as the first step in evaluating jobs internally. Today and every day, as leaders or managers, we want to emphasize the golden rule of treating others the way we want to be treated. We are working with a diverse team of people from many cultures, traditions, backgrounds, and belief. This is what makes us a strong, effective, and successful healthcare organization.

Tasks:

In a minimum of 200 words, post to the Discussion Area your responses to the following:

· Consider the differences among a job description, a job analysis, and a job design. What is the importance of each in healthcare HRM?

· How would you foster a climate of mutual respect and trust among your team members?

· Suppose you are developing the job description, analysis, and design for a clinical team leader position. Does diversity relate to the position at all? Explain your answer. If yes, how will you address it?

To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Week 3 Project

 

Instructions

Before beginning work on this assignment, please review the expanded grading rubric for specific instructions relating to content and formatting.

In this assignment, you will explore the differences among educational levels, the scopes of practice, and credentialing and licensure requirements for various employees in a healthcare organization.

Scenario: You are the HR manager of a newly established healthcare organization. The board of directors of the organization asks you to prepare a presentation on the required profiles for the following roles:

· Administrator (i.e., chief executive officer, vice president of nursing or finance, etc.)

· Physician

· Registered nurse

· Nurse's aide

· Laboratory technician

· Dietary aide

· Maintenance professional

Tasks:

For each role, provide the following information:

· Educational qualifications required for the role

· Scope of practice for the role

· Credentialing and licensure requirements for the role

· A description of the importance of the role in a healthcare organization

· Explain the legal aspects of the HRM role.

For the workforce as a whole, address the following:

· How would you build and maintain a climate of mutual respect and trust among employees?

· What is the importance of diversity in the workforce?

Submission Details:

· To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

· Your assignment should be addressed in a 16- to 20-PowerPoint presentation.