NURS 6221: MANAGING HUMAN RESOURCES - Assignment 8 (Grading Rubic Attached and Sample Format APA template attached)
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wk6assgn.docxRunning head: MANAGING HUMAN RESOURCES 1
MANAGING HUMAN RESOURCES 9
NURS 6221: Managing Human Resources - Assignment 6 Comment by Dawn Julian: Give your papers a title reflective of the content of the paper
Chizelle Archie
Walden University
Managing Human Resources Comment by Dawn Julian: The title belongs at the top of page 2, centered, not bold. I added the title and the underline is only there because it is a track change. The title should not be underlined.
Coaching an employee one on one has never been an easy endeavor to me. It entails stipulating critical strategies with which can enhance compatibility between me and my apprentice. More often than not, this process can be frustrated especially if the trainee is repugnant about certain things, which the trainer embraces. For instance, if the trainer is quite strict and demanding, some trainers can find it hard coping with the training and therefore, withdraw to engage in something else. As the HR in this health center, I am eager to transform the culture of the organization so that the entire staff can embrace best practices. This is why I obliged to take the opportunity of coaching Nobiro seriously, as she a new entrant in our staff. This coaching will be done in line with the six steps of coaching of human resource and thereafter, I shall annotate in a summary the significance of adhering to the steps mentioned below while guiding someone to embrace the best practices at any given place of work. Comment by Dawn Julian: Paragraphs should be indented.
Step One: Determine your Iintention Comment by Dawn Julian: Page 62 of the Publication Manual for APA has a table that show correct capitalization of level headings .Level 1 headings are centered and bold. Level 2 headings are flush left and bold. Always start with level 1 headings and if the section needs further division, add level 2 headings.
The prime reason for indulging in this vital process of coaching Nobiro is to help her familiarize herself with the environment and normalcy at this health center. Nobiro is a fresh graduate who might not be conversant with most practices when handling patients, fellow workers as well as the leadership of the organization (Laureate Education, Inc. (Executive Producer), 2012). She is therefore, required to be helped to get into pipeline so as she may settle down as first as possible. Another reason is that, while at college, Nobiro was used to a certain way of doing things and she needs to break that norm and adopt a totally new style of work. Such experience can be inundating sometimes and one has to be accorded special assistance (Dowling, 2016). Perhaps this will be regarded as an extended orientation beside the general orientation that she had been offered by the administration.
Some of the goals that we are required to achieve during this coaching exercise include guiding Nobiro to internalize the official employee regulations and practice them at all times. Similarly, Nobiro needs to be conversant with all the equipment in the health center and how to operate them effectively. This will entail some commitment on my part and on her part as well. It is probable that she is going to find much difference using certain equipment as she may not have gotten that opportunity at college due to numerous students. At the same time, carrying out a practical as a lesson might be very different from doing it as an employee’s service to patients. For this reason, Nobiro will be required to be acquainted certain skills and knowledge regarding the use of some theatre equipment. At the same time, she is expected to be ICT compliant because most of the lessons and practical such as radiology are related to computer knowledge.
Finally, I hope to engage Nobiro to identify several development opportunities that can be viable and worth investing (Guillebeau, 2016). This will be an opportunity to gauge her initiative and creativeness while at work. I hope my journey with Nobiro will yield fruitfully not just to her as an individual but also to the entire organization through her creative and positive contribution. Since our organization also embraces corporate social responsibility (CSR) I shall guide Nobiro in identifying some opportunities within the areas in proximity (Dupee, Ernst & Caslin, 2011). This step will augment the essence of this health centers in benefiting not just the patients alone but also the environment within, which we work, the community that engulfs us and the state.
Step Two: Assess the performer
Having interacted with Nobiro for some time, I noticed that the young lady has immense aptitude and positive mental attitude to add significant value to this health center. I can attest that Nobiro exhibits a high degree of professionalism and maturity as reflected in the manner in which she handles all the duties delegated to her. She also demonstrates an exceptional decorum as she has already cultivated rapport with all members of staff. These attributes have impressed the administrator, prompting her to entrust her with the leadership role as a head volunteer nurse in charge of the entire unit of interns.
While in this leadership position, Nobiro has amazingly strived to inspire the juniors to augment their interest in their nursing roles. She has always carried the vision of the institution wherever she, wants to see her juniors together with the seniors succeed. This rare desire of Nobiro has already propelled her to device mechanisms of motivating other employees by facilitating frequent mentor sessions to encourage them to make a meaningful impact to the hospital. Her contribution is equally significant to the administration as well, since she is instrumental in fostering good communication skills in the system. She helps the administration develop relevant methods of appreciating spectacular performance of excellent employees, either by giving allowances, holidays, perks, and promotions among other privileges. As a leader, she also considers the roles and expertise of her juniors when making plans related to day-to-day operations of their areas of jurisdiction. This initiative entails division of labor as well as adopting collaborative decision making in executing the affairs of her department. The element has turned out to be crucial in the management of our health care institute as it enhances the smooth running and amplified progress of the institution.
Worth mentioning is Nobiro’s benevolence while mingling with others during formal and informal occasions. She often goes out of her way to share her expertise with her juniors because she is cognizant of the fact that time would come when she would leave that leadership position to someone else. She therefore, ensures she grooms the best leader from among the juniors who look up to her for direction. Her mannerisms are overly admirable, as she attracts friendship with several colleagues at work and from the neighborhood.
Based on these rare and vital attributes, I can boldly recommend transformative style of leadership to be adopted by Nobiro in her subsequent leadership roles as she has to courage and capability to influence those serving under her docket. From her abilities, she will manage to galvanize many people to follow the requisite routines in her place of work and to optimize their abilities and productivity.
Step Three: Clarify Eexpectations and Pparameters
In this kind of collaboration with Nobiro, I shall play the role of the coach and she will be the apprentice. I have identified the leadership roles as the immediate learning opportunities that we will provide jointly. Similarly, we shall also address the issue of insubordination, which often results from resentment from junior staff (Lussier & Hendon, 2016). To full tackle these opportunities, we will have various objectives towards, which we shall work. First, by the end of this engagement, Nobiro should be in position to handle complex matters regarding the health management of patients (Armstrong, 2016). Furthermore, she should also be able to attune herself to the set rules and regulations of the health center. Finally, Nobiro should be in position to handle the coaching exercises should she be assigned by the administration.
Step Four: Carry out the Ccoaching Iintervention
Among the coaching questions that I shall develop is:
1. What do you think is the significance of regulations in an organization?
2. What can possibly happen if the organization is run without regulations?
3. Mention the best leadership style that would employ were you to become a leader of this organization.
4. What are some of the probable challenges that one would encounter in any leadership position?
5. Have you ever been a leader before?
To help address my intended goals of coaching, I shall ask Nobiro to come along her computer system and the floppy storage devices to get additional reference materials after every session. She should also be ready to factor in any accessories that I shall deem necessary to help us attain our joint objectives.
Step Five: Observe Performance
To assess the effectiveness of my coaching, I intend to delegate Nobiro to my associate coach to appraise her level of knowledge regarding the matters that we would have deliberated upon. From the comments that I shall gather from my colleague, I shall know whether indeed, I would have attained my intended objectives or not (Murray, 2003). I shall also use the suggestions given by my colleague to improve on my coaching skill and to correct the anomalies that I would have made in the process.
Step Six: Give Ffeedback Comment by Dawn Julian: Page 62 of the Publication Manual for APA has a table that show correct capitalization of level headings .Level 1 headings are centered and bold. Level 2 headings are flush left and bold. Always start with level 1 headings and if the section needs further division, add level 2 headings.
To deliver feedback to Nobiro, I shall convene a meeting in which I shall pretend having omitted a certain concept deliberately as the right time had not come. I shall then boldly inform her that because of fear of convoluting her during the real coaching exercise, I had to find ample time at a later date to explain what I had prepared for her (Armstrong, 2016). I shall make sure Nobiro does not realize that it was a mistake but rather a deliberate omission.
Summary
MANAGING HUMAN RESOURCES 1
One on one coaching can be an overwhelming assignment but if well organized, one can find it interesting. I have a good opportunity ahead with Nobiro to exhibit my knowledge and skills in coaching. I believe if these strategies will be followed to detail; there will be great transformations in the health centre. I also hope to share the same ideas with my colleague coaches to promote harmony in the implementation of best practices in the health sector and to optimize productivity in this organization.
References Comment by Dawn Julian: Walden does not require use of Running head and headers but if you use them, they must be correct Headers should be at the top left of every page after the title page. Headers should be in all CAPITALS.
Armstrong, M. (2016). Armstrong's handbook of management and leadership for HR: Developing effective people skills for better leadership and management. London; Philadelphia: Kogan Page.
Dupee, J. M., Ernst, N. P., & Caslin, K. E. (2011). Does multisource feedback influence performance appraisal satisfaction? Nursing Management, 42(3), 12–16. Comment by Dawn Julian: Names of books, journals and volume numbers should be in italics for correct APA (but not issue numbers)
Guillebeau, C. (2016). Born for this: How to find the work you were meant to do. New York: Crown Business.
Laureate Education, Inc. (Executive Producer). (2012). Performance management. Baltimore, MD: Author.
Lussier, R. N., & Hendon, J. R. (2016). Human resource management: Functions, applications, & skill development (2nd ed.). Thousand Oaks, CA: Sage Publications.
Murray, B. (2003). Positive discipline reaps retention. Nursing Management, 34(6), 19–22. Comment by Dawn Julian: Names of books, journals and volume numbers should be in italics for correct APA (but not issue numbers)
Submit a 5- to 7-page paper in which you do the following:
· Step One: Determine your intention.
· Describe your intention and purpose for coaching this specific individual.
· Explain the goals, skills, and/or competencies you have in mind, and define your primary focus.
· Explain how you would engage this individual in identifying these and other development opportunities.
· Step Two: Assess the performer.
· Identify the individual’s strengths and level of development.
· Explain the leadership style and interventions that would be most appropriate to help this individual achieve his or her identified goals, skills, and/or competencies.
· Step Three: Clarify expectations and parameters.
· Describe the roles and expectations of both you and the individual.
· Outline the learning opportunities you could provide and the order in which they should be approached.
· Identify the specific objectives to be achieved for each learning opportunity.
· Explain the coaching best practices you would apply and why.
· Step Four: Carry out the coaching intervention.
· List the coaching questions you might develop to ensure that learning opportunities and interventions are applied as needed, and explain how any additional development opportunities might help to address your intended coaching goals.
· Step Five: Observe performance.
· Explain the observation method you will use to assess whether or not your coaching has been effective.
· Step Six: Give feedback.
· Describe how you will administer feedback to this individual.
Reminder: The School of Nursing requires that all papers submitted include a title page, introduction, summary, and references. The Sample Paper provided at the Walden Writing Center provides an example of those required elements (available at http://writingcenter.waldenu.edu/57.htm ). All papers submitted must use this formatting.
