Question

HEALTH RESOURCES MANAGEMENT AND LABOR RELATIONS IN HEALTH SERVICES

ANSWER THEM IN YOUR OWN WORDS NO COPYING IT WILL BE FAILING GRADE .ANSWER THEM EACH QUESTIONS INTO 4 TO 5 ONLY SENTENCES.

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

Part b. 1.operational and employee advocate :it isthe role of human resource management, it cooperate with managers and supervisors implement needed programs and policies in the organization.strategic role in human resources it address business realities, focus on future business needs, fit between human capital and business plans and needs. The difference between these 2 roles of human resource are that operational HR sees to the day to day operations essential to meet the needs of the employe3 while strategic HR management concerns with predicting outcomes and ensuring that the company has enough of the must qualified human capital to reach its goals. 2.Administrative role in HR it is focusing on clericql administration and recordkeeping,including essential legal paperwork and policy implementation, the amount of time that the HRM function devotes to administrative task is decreasing as its roles as the strategic business partner , change agent , and employee advocate are increasing. Question 1 (3). The challenges that HR Department faces in health care are a)recruitment and retention of the correct numbers of qualified staff, b) managing the changes that affect people. 4)recruitment and retention of correct number of qualified staff:recruiting is one of the current human resource issues in health care because the massive numbers create a considerable workload for medical professionals and retiring medical professionals and they place has to be covered and theres just not enough supply to meet the demand which is growing and this shortage has stacked so employersare differentiates themselves and attract prospective employees. Question 2.(5).human resource metrics are measurment used to determine the values and effectiveness of HR initiatives typically including such areas as turnover, training, return on human capital, costs of labor and expenses /employee. The examples are 1)coat per hire ( total cost of hiring or the number of .new hires) 2) performance and potential : this metrics is great for differentiating between for example wanted and unwanted turnover.