The Evening News

You are to report "the evening news" in a class. Your news report must present a news item or current event that is pertinent to international health). Please do not report a journal article - report "the news" from a newspaper, website, TV, or other source. CNN or BBC news might be especially interesting. After you report the news, give your thoughts and opinions about how what you reported could affect health organizations and management of those organizations. In keeping with current trends in news reporting, you may make 'the news' fun and entertaining. Prepare your news report as follows:

a. Source [2 points]

b. Concisely state the news in your own words - e.g., who, what, where, when, why. (1/2 page) [2 points]

c. Explain how you think health organizations and health care management could be affected by what you reported. Describe at least 3 specific ways that health organizations and their management could be affected by what you read. What should health care managers do? (1/2 page) [4 points]

d. Personal reflection - how does this topic impact you personally and/or professionally (1/2 page) [2 points]

Be sure to include your name, the date of the news item and the source (CNN, BBC, Local News) 

This Assignment is Due Week 3

A. How would you respond to Don’s request?

In response to Don’s request, honesty and transparency would be paramount. Understanding and explaining foreseeable obstacles and needs is essential in laying out a foundation for the new human resources department and what it will take to implement it successfully and with adequate support. I would advise Don that immediate implementation is not feasible and offer a transitional process with necessary resources. First addressing new department functions and titles with employees. I would advise Don that with an internal change of this magnitude, a detailed strategic plan should be defined and a team of individuals to carry out the strategy for defilement and implementation. I would suggest beginning with the roles and responsibilities of the human resources department along with its staff and account for each location in doing so. I would advise maintaining human resource's current operating models be left in place until a more clearly defined strategy and the phase-based process can be initiated. I would further recommend a working group that hosts regular meetings to evaluate the transition of the new human resources department and to also adjust the strategic plan supporting this initiative. Once these actions have been achieved, or at least forecasted and defined, I would then suggest the pursuit of recruitment to ensure a successful transition at all three locations. I would emphasize the importance of updated systems, operating procedures, organizational culture, and employee training.

B. How should the new HR department be organized? 

Functions and roles within the newly formulated HR department should be identified. These roles should include a director of human resources who reports to the chief executive officer, human resource executives, human resource managers, human resource specialists, and human resource generalists. In identifying the human resource department's roles and necessary staffing, the selection of human resource models should be established. Given the leadership, staffing, and geographical limitations, the clerical and counseling models would be used temporarily with a focus on transitioning to the deployment of the consulting model, progress permitting. Human resource staffing should be strategically positioned across all three locations to ensure a balanced demand and workload. Following these developments, individual human resource functions should be distributed. In this case, a mix between centralized and decentralized functions would operate best. With increased hiring efforts and organizational realignment occurring, finding and recruiting new talent should remain a centralized function to eliminate challenges related to contract negotiations as well as compensation and benefits. An avenue in which staff could address human resources with its new structure, a means of communication and access should be established. This can be accomplished through human resource employee portals, a helpline, frequent email correspondence or regular meetings at each location.

A thoroughly defined staffing plan for the facility should be included in consideration of current and projected facility needs. In doing so, concise documentation of roles and responsibilities for all positions within the facility (not just human resources) should be captured for all three facilities. This should include compensation and benefit formulas and templates as well as engagement rules. Next, an employee record system should be updated or established.

Maintainable and trackable records for each employee should be established electronically if possible and include basic employee details, job functions, salaries, and benefits. Further, a system in which employee benefits, insurance, and payroll can be managed is necessary along with employee attendance and work-related travel. Each of these systems and functions constitutes an essential foundational process within human resources. Each of which is critical to the facility's operations and success. Lastly, employee and company culture are important to establish along with continued training and educational requirements. Upon completion of a detailed human resource plan, it should be executed seamlessly and efficiently. Execution of the new human resources department should include an avenue in which reevaluation of its effectivity and modifications should be made to achieve increased efficiency.

C. What aspects may change over time? Why?

The healthcare industry is constantly evolving and changing thus creating an environment where change is always occurring. In response to these changes and over time, human resource functions, organizational needs, departmental support needs, and organizational staff and employees and finances may change. These changes will likely occur as politics, procedures, and policy evolves as well as when the organization and industry experiences growth and change. Internal and external changes both play critical roles in change and come most often in the form of social, financial, and technological changes. Because all of these aspects are intertwined in a multitude of ways, a change to one can and often created a domino effect across the others. Changes occur due to research, errors, advancement in technology or treatment methods, and so on. In an industry where providing quality, innovative, and affordable care, change is inevitable and remaining flexible, adaptable, and at the forefront of what is happening is critical in remaining efficient, competitive, and respectable as an organization. Employees and internal functions of human resources play essential roles in this.

References

Fallon Jr., L. Fleming, & McConnell, Charles R. (2019). Human Resource Management in

Health Care Principles and Practice. Burlington, MA: Jones & Bartlett Learning