Question

You recently accepted a management position at a home health agency. You directly manage three team leads (Registered Nurses with management experience), each with eight Certified Nursing Aides (CNAs) under them. A total of 27 employees. Your first week on the job, you realized there were significant issues with how each team functioned. All three team leads complain about how “the system” is structured, and you’ve heard rumor that several of the CNAs are unhappy with how they are managed.

For this assignment:

You plan to conduct interviews with both the team leads and CNAs. Create an outline with a list of questions for the team leads, and separate questions for the CNAs. A minimum of five questions for each group (10 questions total, minimum). Please use numbered lists for these questions.

As you researched your predecessor’s files, you noticed no performance reviews were conducted for any employees. Briefly summarize how you will change this moving forward. Include the structure and frequency of performance reviews, and why they are relevant to employee development.

In approximately one paragraph, explain what steps you will take to develop, motivate, and support this team. Be mindful of solutions that require budgetary support...remember, you’re new on the job, don’t spend the budget all in one place! Focus on solutions that involve tried and true HR practices.

Answer 1

Interview question for team leader?

1,what is the most difficult challenge that you have face professionally and how did you hope?

2, How do you see yourself fitting in to this work role?

3,What is it about this job that attracts you the most?

4,Do you believe that short-term or long-term treatment is better in social care?

5,How would you carry out a risk assessment based on signs of abuse or neglect?

Questions for CNAs:

1,why do you want to work in home health?

2,How have you learned from mistakes you made in previous CNA jobs?

3,How do you plan on balancing your potential caseload?

4,What is your biggest weakness performing the duties success?

5,How have you deal with different patients in the past?

Performance is consistently about the requirements of the job description and employees is willing to do more than required.fulfills all positions requirements and goals expected of the job description..employee is experiencing difficulty meeting requirements of the position.. performance improvement plan will be required.. general performance also incorporate the soft responsibility and the employee's overall ability to take clear direction..These aspects greatly affect the overall success or failure of the employee's job success..so it is important that you not only address these aspects,but provide supporting examples like an attendance record, patient complaints while the information with in the review vary by employee,the structure of each performance review should be quite similar..goal setting is important for performance review..so this should be clearly stated and with in the employee's reach..

Practices that support performance also positively impact job satisfaction..so deliver regular relevant job feedback,set and communicate clear performance expectations,linking performance to compensation clearly.. demonstrate willingness to learn new procedure.. identify organizational career paths for employees,as per performance deliver incentives in a fair and consistent manner.. effective goal to track process and identify obstacles contribute to success and bottom line results..