Question

 

PART B: Major Roles: Roles are groups of functional activities performed together to serve some general HR purpose for the organization. Of the three (3) main roles that Human Resources may fulfill to help the organization succeed and prosper, briefly describe the following:

1. How does the Operational and Employee Advocate Role differ from the Strategic Role for Human Resources? How is their focus different?

2. Is the Administrative Role increasing or decreasing? Give one (1) reason why.

QUESTION 1 : Critical Changes that HR Departments Must Address and Manage

3.From these 2 sets of lists of challenges that HR Departments in health care services organization will have to face and effectively manage over the next 10-20 years, pick 2 challenges, and describe each very briefly.

4-Which 1 of the 2 challenges you have chosen do you think is the most important to face? Why? connected to 3 question

QUESTION 2: Defining, Measuring, and Monitoring Effective HR Performance in Health Care Service Organizations – Internal and External Monitoring and Evaluation.

5-What are Human Resources Metrics? Give 2 examples of HR Metrics.

6-What is the purpose of defining these Metrics, gathering the information supporting those Metrics, and monitoring and institution’s HR performance on the basis of those metrics.

7-What is the role of Benchmarking in establishing and monitoring HR Metrics/Measures of Performance? How does it shape, direct or support what Metrics are used, and how?

8-What is one of the four (4) main Joint Commission requirements for a high performing and successful HR Department in a health care services organization? Briefly describe 1.

9-Does the Joint Commission expect HR Departments to help improve institutional Quality of Care, for instance in reducing the incidence of Serious Adverse Events?

10-Give one (1) reason why the Joint Commission thinks HR has a significant role to play I this area of Quality – what human resource factors can affect the frequency of Serious Adverse Events

QUESTION 3: Strategic Human Resources Management.

11-When Human Resources is seen as a strategic activity, rather than focusing on administrative or operational/employee advocacy issues, what does that mean? In 2 sentences, what does the Strategic Management focus of Human Resources mean?

12-When someone says that Strategic Human Resources Management is a Core Competency for a health care organization what does that mean? In other words, what does that strategic activity by HR do for the organization as a whole?

QUESTION 4: Strategic Human Resources Management – Human Resources Planning.

13-When an HR Department is planning for the future Human Resources needs of an organization, it is involved in Environmental Scanning. What is the purpose of this activity – Describe briefly?

Answer 1

1 Operational HR deals with day to day operations ,based on the needs of employees.While strategic management deals with predicting outcomes and is centred around the company to ensure that it has qualified human capital to reach the goals.They differ in their goals as the former focus on the needs of the team while the later focus on the business growth.

2 Due to the growth of IT and significant changes in the delivery of higher education ,the significance of administrative role building up.

3 Staff shortages and employee burn out are one of the major challenges faced by HR in health care services Staff shortages-.As the baby boomers age increase in massive numbers the need for health care services also increase creating worjload for medical professionals ,as the nursing programs are limited resulting in fewer numbers of qualified professionals ,added to the growing demand has stacked the deck in favour of the nurses.This has resulted in fierce competetions for recruiting qualified professions.So the HR should have the ablility to formulate strategies to seek attention of the nurses by offering benefits and other perks .Burn-out- is the end result of staffing shortages and has a dramatic effect over employee turn-over.it definitely has a negative impact on both patient care and safety as well as on emotional,mmental and physical exhaustion on the providers.As the number of burn-out increase the patient infection rates also increase.

4 Since bothe the challenges are inter-related to each other.Because staffing shortages which lead to burnout decreases the quality of care as well as patient satisfaction.Since the bond between patient and provider are deeply affected by the burn -outs..

5 HR metrics are helps in determining the effectiveness of HR initiatives mainly on areas such as labour costs,turn-over and other expenses.Egs are Cost per hire and early turn over.

6 The main purpose is to improve the functions of organizations as well as internal temperature.

7Bench marking in HR metrics is mainly done to improve the performance.it has the ability to transform an organizations HR by showing us how human capital practices influence the organisation performance.