When the Patient Protection Affordable Care Act was introduced in 2010,
Review the following lecture:
Human Resource in Healthcare
Project
The project assignment provides a forum for analyzing and evaluating relevant topics of this week on the basis of the course competencies covered.
Introduction:
The Nursing Home Administrator has set up a meeting with his team of administrators and asked for their input on a test of their All Hazards Continuity of Operations Plan. Bob believes there is no substitute for experiential learning and wants to have a real-time scenario, acting out an All Hazards Disaster.
Tasks:
Case Study Fifty-Three: Is Whispering Willows Nursing Home Prepared for a Disaster?
Read the above case study; your task would be to evaluate this case study utilizing the format below. Make sure to include at least two scholarly/peer-reviewed articles to help support your evaluation.
Case Study Evaluation
Prepare a written report of the case using the following format:
Background Statement: What is going on in this case as it relates to the identified major problem?
What are (only) the key points a reader needs to know in order to understand how you will “solve” the case?
Summarize the scenario in your own words—do not simply regurgitate the case. Briefly describe the organization, setting, situation, who is involved, who decides what, etc. Specifically identify the major problems and secondary issues.
What are the real issues? What are the differences? Can secondary issues become major problems?
Present an analysis of the causes and effects.
Fully explain your reasoning. Declare your role in a sentence or a short paragraph explaining from what role you will address the major problem and whether you are the chief administrator in the case or an outside consultant called in to advise.
Regardless of your choice, you must justify in writing as to why you chose that role. What are the advantages and disadvantages of your selected role? Be specific.
Recognize the strengths and weaknesses of the organization.
Identify the strengths and weaknesses that exist in relation to the major problem. Again, your focus here should be in describing what the organization is capable of doing (and not capable of doing) with respect to addressing the major problem. Thus, the identified strengths and weaknesses should include those at the managerial level of the problem. For example, if you have chosen to address the problem from the departmental perspective and the department is understaffed, that is a weakness worthy of mentioning. Be sure to remember to include any strengths/weaknesses that may be related to diversity issues.
Find out alternatives and recommend a solution.
Describe the two to three alternative solutions you came up with. What feasible strategies would you recommend? What are the pros and cons? State what should be done—why, how, and by whom. Be specific. Evaluate how you would know when you’ve gotten there. There must be measurable goals put in place with the recommendations. Money is easiest to measure; what else can be measured? What evaluation plan would you put in place to assess whether you are reaching your goals?
TIP: Write this section as if you are trying to “sell” your proposed solution to the organization. Convince the reader that your proposed solution is the best available and that it will work as planned. Make sure that the goals you identify are worth the effort required to achieve them!
To support your work, use your course and text 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.
(Lecture Here)
Human Resource in Healthcare
The healthcare sector has changed a lot in the past five to ten years, due to new trends in the industry. Correspondingly, Human Resource (HR) departments have also transitioned in the past years. To maintain normalcy, HR departments have had to fine-tune their measures so as to keep pace with the fluctuating trends. Trends in healthcare include increased employee diversity, globalization of healthcare, improved patient care, teamwork, and technology (Nica, 2013). In order to adapt to the changes, HR departments have had to incorporate more sophisticated strategies in the management of employees’ issues.
Various Methods Developed by HRD to Keep Healthcare Facilities Competitive
The HRD of a hospital is where the uncertainties of healthcare transformation intersect with the realities of current skills shortages. The HRD has to meet the workforce demands of today while positioning the organization for an uncertain tomorrow.
Review each icon to know more.
Presents information about various HRD methods that have been developed by healthcare facilities to keep them competitive in the market along with their description and examples.
Reference
Hospitals & Health Networks. (n.d.). How hospitals are reinventing HR approaches. Retrieved from https://www.hhnmag.com/articles/8101-how-hospitals-are-reinventing-hr-approaches
An effective HR department comprises several characteristics. According to the Society for Human Resource Management (SHRM) competency model, there are nine competencies that an HR department should possess to be successful. These nine competencies include HR expertise, relationship management, consultation, leadership and navigation, cultural effectiveness, ethical practices, critical evaluation, business acumen, and communication skills (SHRM, 2012).
SHRM Competency Model
Presents information about the SHRM Competency model.
SHRM Competency Model: Description
According to the Society for Human Resource Management (2012),
Review each tab to know more.
HR Expertise
Relationship Management
Consultation
Leadership and Navigation
Cultural Effectiveness
Ethical Practices
Critical Evaluation
Business Acumen
Communication Skills
Presents information about the nine competencies that an HR department should possess through the SHRM model, along with some examples.
Description
The knowledge of principles, practices, and functions of effective HRM
Examples
Identifies ways to improve operational efficiency
Serves as the HR subject matter expert to managers
Review the following lecture:
Human Resource in Healthcare
Project
The project assignment provides a forum for analyzing and evaluating relevant topics of this week on the basis of the course competencies covered.
Introduction:
The Nursing Home Administrator has set up a meeting with his team of administrators and asked for their input on a test of their All Hazards Continuity of Operations Plan. Bob believes there is no substitute for experiential learning and wants to have a real-time scenario, acting out an All Hazards Disaster.
Tasks:
Case Study Fifty-Three: Is Whispering Willows Nursing Home Prepared for a Disaster?
Read the above case study; your task would be to evaluate this case study utilizing the format below. Make sure to include at least two scholarly/peer-reviewed articles to help support your evaluation.
Case Study Evaluation
Prepare a written report of the case using the following format:
Background Statement: What is going on in this case as it relates to the identified major problem?
What are (only) the key points a reader needs to know in order to understand how you will “solve” the case?
Summarize the scenario in your own words—do not simply regurgitate the case. Briefly describe the organization, setting, situation, who is involved, who decides what, etc. Specifically identify the major problems and secondary issues.
What are the real issues? What are the differences? Can secondary issues become major problems?
Present an analysis of the causes and effects.
Fully explain your reasoning. Declare your role in a sentence or a short paragraph explaining from what role you will address the major problem and whether you are the chief administrator in the case or an outside consultant called in to advise.
Regardless of your choice, you must justify in writing as to why you chose that role. What are the advantages and disadvantages of your selected role? Be specific.
Recognize the strengths and weaknesses of the organization.
Identify the strengths and weaknesses that exist in relation to the major problem. Again, your focus here should be in describing what the organization is capable of doing (and not capable of doing) with respect to addressing the major problem. Thus, the identified strengths and weaknesses should include those at the managerial level of the problem. For example, if you have chosen to address the problem from the departmental perspective and the department is understaffed, that is a weakness worthy of mentioning. Be sure to remember to include any strengths/weaknesses that may be related to diversity issues.
Find out alternatives and recommend a solution.
Describe the two to three alternative solutions you came up with. What feasible strategies would you recommend? What are the pros and cons? State what should be done—why, how, and by whom. Be specific. Evaluate how you would know when you’ve gotten there. There must be measurable goals put in place with the recommendations. Money is easiest to measure; what else can be measured? What evaluation plan would you put in place to assess whether you are reaching your goals?
TIP: Write this section as if you are trying to “sell” your proposed solution to the organization. Convince the reader that your proposed solution is the best available and that it will work as planned. Make sure that the goals you identify are worth the effort required to achieve them!
To support your work, use your course and text 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.
(Lecture Here)
Human Resource in Healthcare
The healthcare sector has changed a lot in the past five to ten years, due to new trends in the industry. Correspondingly, Human Resource (HR) departments have also transitioned in the past years. To maintain normalcy, HR departments have had to fine-tune their measures so as to keep pace with the fluctuating trends. Trends in healthcare include increased employee diversity, globalization of healthcare, improved patient care, teamwork, and technology (Nica, 2013). In order to adapt to the changes, HR departments have had to incorporate more sophisticated strategies in the management of employees’ issues.
Various Methods Developed by HRD to Keep Healthcare Facilities Competitive
The HRD of a hospital is where the uncertainties of healthcare transformation intersect with the realities of current skills shortages. The HRD has to meet the workforce demands of today while positioning the organization for an uncertain tomorrow.
Review each icon to know more.
Presents information about various HRD methods that have been developed by healthcare facilities to keep them competitive in the market along with their description and examples.
Reference
Hospitals & Health Networks. (n.d.). How hospitals are reinventing HR approaches. Retrieved from https://www.hhnmag.com/articles/8101-how-hospitals-are-reinventing-hr-approaches
An effective HR department comprises several characteristics. According to the Society for Human Resource Management (SHRM) competency model, there are nine competencies that an HR department should possess to be successful. These nine competencies include HR expertise, relationship management, consultation, leadership and navigation, cultural effectiveness, ethical practices, critical evaluation, business acumen, and communication skills (SHRM, 2012).
SHRM Competency Model
Presents information about the SHRM Competency model.
SHRM Competency Model: Description
According to the Society for Human Resource Management (2012),
Review each tab to know more.
HR Expertise
Relationship Management
Consultation
Leadership and Navigation
Cultural Effectiveness
Ethical Practices
Critical Evaluation
Business Acumen
Communication Skills
Presents information about the nine competencies that an HR department should possess through the SHRM model, along with some examples.
Description
The knowledge of principles, practices, and functions of effective HRM
Examples
Identifies ways to improve operational efficiency
Serves as the HR subject matter expert to managers
Provides expertise to support staff development
Establishes criteria for compliance responsibilities
Reference
Society for Human Resource Management. (2012). SHRM competency model. Retrieved from https://www.shrm.org/LearningAndCareer/competency-model/Documents/Full%20Competency%20Model%2011%202_10%201%202014.pdf
In order to assure that patients receive the highest level of care, employees must be given the resources and education they need to perform their jobs well (HealthcareSource, 2018). Healthcare organizations (HCOs) must establish training and development programs to ensure that the employees are successful in providing quality standardized care to their patients. To maintain a competitive edge in the marketplace, HCOs must invest in the training and development of their employees.
Human Resources Development (HRD) focuses on both training employees for their current jobs and developing skills for their future roles and responsibilities (strategic HR inc., 2018). HR departments in HCOs have also grown by introducing changes within the HCOs.
When the Patient Protection Affordable Care Act was introduced in 2010, the HR departments began implementing ways to help keep the healthcare facilities competing within the market. Not only is the HR staff responsible for hiring competent and professional employees, but they are also responsible for making sure the patients are given quality healthcare during their stay within the facility.
References:
HealthcareSource. (2018). HR initiatives that can improve patient safety. Retrieved from http://education.healthcaresource.com/hr-initiatives-that-can-improve-patient-safety/
Nica, E. (2013). The importance of human resources management to the healthcare system. Economics, Management, and Financial Markets, 8(4), 166–171.
Society for Human Resource Management [SHRM]. (2012). SHRM competency model. Retrieved from https://www.shrm.org/LearningAndCareer/competency-model/Documents/Full%20Competency%20Model%2011%202_10%201%202014.pdf
strategic HR inc. (2018). Training & development. Retrieved from https://strategichrinc.com/training-development-services/
Additional Materials
From your course textbook, Cases in Health Care Management, review the following cases:
Case 46: Sleeping on the Job: A Managerial Challenge
Case 47: How Dare You Testify?
Case 48: Sleeping on the Job in the OR
Case 49: Inappropriate Social Networking?
Establishes criteria for compliance responsibilities
Reference
Society for Human Resource Management. (2012). SHRM competency model. Retrieved from https://www.shrm.org/LearningAndCareer/competency-model/Documents/Full%20Competency%20Model%2011%202_10%201%202014.pdf
In order to assure that patients receive the highest level of care, employees must be given the resources and education they need to perform their jobs well (HealthcareSource, 2018). Healthcare organizations (HCOs) must establish training and development programs to ensure that the employees are successful in providing quality standardized care to their patients. To maintain a competitive edge in the marketplace, HCOs must invest in the training and development of their employees.
Human Resources Development (HRD) focuses on both training employees for their current jobs and developing skills for their future roles and responsibilities (strategic HR inc., 2018). HR departments in HCOs have also grown by introducing changes within the HCOs.
When the Patient Protection Affordable Care Act was introduced in 2010, the HR departments began implementing ways to help keep the healthcare facilities competing within the market. Not only is the HR staff responsible for hiring competent and professional employees, but they are also responsible for making sure the patients are given quality healthcare during their stay within the facility.
References:
HealthcareSource. (2018). HR initiatives that can improve patient safety. Retrieved from http://education.healthcaresource.com/hr-initiatives-that-can-improve-patient-safety/
Nica, E. (2013). The importance of human resources management to the healthcare system. Economics, Management, and Financial Markets, 8(4), 166–171.
Society for Human Resource Management [SHRM]. (2012). SHRM competency model. Retrieved from https://www.shrm.org/LearningAndCareer/competency-model/Documents/Full%20Competency%20Model%2011%202_10%201%202014.pdf
strategic HR inc. (2018). Training & development. Retrieved from https://strategichrinc.com/training-development-services/
Additional Materials
From your course textbook, Cases in Health Care Management, review the following cases:
Case 46: Sleeping on the Job: A Managerial Challenge
Case 47: How Dare You Testify?
Case 48: Sleeping on the Job in the OR
Case 49: Inappropriate Social Networking?
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