Question

Read the scenario to complete this assignment:

Imagine that you have applied for the position of Manager of Human Resources at an acute care hospital in your community. The hospital is planning to expand its services to meet the needs of a growing community. As part of the application screening process, you have been asked to write a document that outlines the steps you would take, as the manager of HR, to improve the effectiveness of HRM in this organization.

Write a three to four (3-4) page paper in which you:

1. Analyze two (2) current trends in health care that are affecting human resources management that may likely impact your hiring decision as HR manager. Provide support for your analysis.

2. Suggest a significant opportunity for HR to become more of a strategic partner within an organization. Justify your response.
3. Recommend a model of human resources management that would be the most appropriate for this organization in question. Provide support for your recommendation.

4. Recommend a strategy that HR could implement in order to develop more effective relationships between Human Resources and the organization’s managers and senior executives, indicating how each strategy will achieve the desired goal.

5. Determine a specific employment law that may affect the hiring and selection process at the acute hospital in your community. Provide support for your rationale.

6. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

• Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
• Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

• FOLLOW THE RUBRIC:

  Points: 240	Assignment 1: Health Care Human Resources Management
  Criteria	Unacceptable Below 70% F	Fair 70-79% C	Proficient 80-89% B	Exemplary 90-100% A
  1. Analyze two (2) current trends in health care that are affecting human resources management that may likely impact your hiring decision as HR manager. Provide support for your analysis.	Did not submit or incompletely analyzed two (2) current trends in health care that are affecting human resources management that may likely impact your hiring decision as HR manager. Did not submit or incompletely provided support for your analysis.	Partially analyzed two (2) current trends in health care that are affecting human resources management that may likely impact your hiring decision as HR manager. Partially provided support for your analysis.	Satisfactorily analyzed two (2) current trends in health care that are affecting human resources management that may likely impact your hiring decision as HR manager. Satisfactorily provided support for your analysis.	Thoroughly analyzed two (2) current trends in health care that are affecting human resources management that may likely impact your hiring decision as HR manager. Thoroughly provided support for your analysis.
  2. Suggest a significant opportunity for HR to become more of a strategic partner within an organization. Justify your response. Weight: 15%	Did not submit or incompletely suggested a significant opportunity for HR to become more of a strategic partner within an organization. Did not submit or incompletely justified your response.	Partially suggested a significant opportunity for HR to become more of a strategic partner within an organization. Partially justified your response.	Satisfactorily suggested a significant opportunity for HR to become more of a strategic partner within an organization. Satisfactorily justified your response.	Thoroughly suggested a significant opportunity for HR to become more of a strategic partner within an organization. Thoroughly justified your response.
  3. Recommend a model of human resources management that would be the most appropriate for this organization in question. Provide support for your recommendation. Weight: 15%	Did not submit or incompletely recommended a model of human resources management that would be the most appropriate for this organization in question. Did not submit or incompletely provided support for your recommendation.	Partially recommended a model of human resources management that would be the most appropriate for this organization in question. Partially provided support for your recommendation.	Satisfactorily recommended a model of human resources management that would be the most appropriate for this organization in question. Satisfactorily provided support for your recommendation.	Thoroughly recommended a model of human resources management that would be the most appropriate for this organization in question. Thoroughly provided support for your recommendation.
  4. Recommend a strategy that HR could implement in order to develop more effective relationships between Human Resources and the organization’s managers and senior executives, indicating how each strategy will achieve the desired goal. Weight: 25%	Did not submit or incompletely recommended a strategy that HR could implement in order to develop more effective relationships between Human Resources and the organization’s managers and senior executives, indicating how each strategy will achieve the desired goal.	Partially recommended a strategy that HR could implement in order to develop more effective relationships between Human Resources and the organization’s managers and senior executives, indicating how each strategy will achieve the desired goal.	Satisfactorily recommended a strategy that HR could implement in order to develop more effective relationships between Human Resources and the organization’s managers and senior executives, indicating how each strategy will achieve the desired goal.	Thoroughly recommended a strategy that HR could implement in order to develop more effective relationships between Human Resources and the organization’s managers and senior executives, indicating how each strategy will achieve the desired goal.
  5. Determine a specific employment law that may affect the hiring and selection process at the acute hospital in your community. Provide support for your rationale. Weight: 15%	Did not submit or incompletely determined a specific employment law that may affect the hiring and selection process at the acute hospital in your community. Did not submit or incompletely provided support for your rationale.	Partially determined a specific employment law that may affect the hiring and selection process at the acute hospital in your community. Partially provided support for your rationale.	Satisfactorily determined a specific employment law that may affect the hiring and selection process at the acute hospital in your community. Satisfactorily provided support for your rationale.	Thoroughly determined a specific employment law that may affect the hiring and selection process at the acute hospital in your community. Thoroughly provided support for your rationale.
  6. 3 references Weight: 5%	No references provided	Does not meet the required number of references; some or all references poor quality choices.	Meets number of required references; all references high quality choices.	Exceeds number of required references; all references high quality choices.
  7. Clarity, writing mechanics, and formatting requirements Weight: 10%	More than 6 errors present	5-6 errors present	3-4 errors present	0-2 errors present

Answer 1

Introduction:

The discussion says that, the measures to increase the performance of the HRM in this business as the manager of HR. This analyzes emerging developments in human resources management of healthcare. It also offers an important opportunity for HR to be an organization's strategic partner. Instead it proposes a model for handling human capital that is ideally applied to healthcare. This proposes a technique that HR should use to establish more efficient ties between Human Resources, managers and senior executives of the company. Finally, a clear labor legislation that can control the recruitment and selection process is decided.

Current trends in health care that are affecting human resources management:

Present health-care patterns are endless. By having multiple apps doing EKG's to reset the aided surgery, the rapid growth of healthcare infrastructure systems has been extraordinary. Advancing technologies also crosses patient care barriers beyond their capacity to leverage knowledge about health care. The convergence of health care knowledge within the present fractured health care system was essential for the reliable, consistent provision of patient care. The Internet was used in combination with some method of electronic correspondence, such as the primary transmission mechanism of the actual knowledge transmitted to the user. Individuals have steadily turned the Web for up-to - date responses the their medical questions. Individuals were able to gain information about different medical problems, approved therapies, drugs and clinical trials.

Significant opportunity for HR to become more of a strategic partner within an organization:

Along with following functions performed through Human Resource managers, they may be becoming the strategic partners in any company:

• Recruitment as well as Job Specification
• Preparing the man power budget along with list of back ups
• Staff Training
• Service Rules and also Acknowledgement
• Maintaining the staff database

Forces have converged supporting concept of Human Resource like more of the strategic partner. Corporations have been undergoing the dramatic alterations with particular implications for the how HR have been managed. However the most essential of those changes has been the faster deployment of the IT and enhancing amount of information work, which companies do.

Recommendation of a model of human resources management that would be the most appropriate:

One of the most suggested model for human resource management will be the Harvard Analytical Model created by Beer et al. This formation has been based on trusts, and aspects of past person management will only be resolved if administrators have a viewpoint on how they expect to see staff involved and groomed in the organization and what strategies of human resource management along with procedures will accomplish these aims. Without any strategic strategy or the core principle which could be offered by manager. Human Resource Management is expected to be like the collection of individual operations, each guiding by their own process and traditions. This model incorporated previous practice of Human Resource Management, emphasizing in particular the role of Human Resource Management as well as the general role of management apart from only the individual role.

Recommendation of a strategy that HR could implement in order to develop more effective relationships:

The basic competence that everybody will learn has been good communication. Ways we interact became important to many facets of life. Communication obligations have become much higher for those who work in the field of health care. There should be clear as well as concise instructions for facilitating effective communication with the rest of the people. As the health care provider, good contact was the best way to convey information to the patients and to the majority of the health care workers. Therefore, correspondence is expected to be precise, transparent and descriptive, so the message was effective and meets its target as well. Communication can be patient-centered to be efficient when negotiating the food schedule for the diabetic customer, working with the social worker to insure optimal location with the elderly Alzheimer 's patient, and delegating duties to the Trained Nursing Assistant to take vital post-operative indications. Information needs to be relayed in the manner that would be beneficial to the patient, along with the entire healthcare team.

Determining a specific employment law that may affect the hiring and selection process:

HR staff should be aware of state as well as federal laws regarding what can and can't be said, what actions can be taken along with which could be harmful to the company. Many unauthorized recruiting procedure procedures will make any company vulnerable to regulatory enquiry, prejudice claims, improper recruiting along with litigation. Law requires recruiting process so that it can be well structured, routine and fair to all to be the legal concerns, while staffing directly in the application process will play the incredibly important role.

U.S. Equal Employment Opportunity Commission requires federal law that prohibits discrimination in jobs. Laws that come under Equal Employment Opportunity Commission include Title VII of the 1964 Civil Rights Act (Title VII), Pregnantic Discrimination Act (PDA), Equal Pay Act of 1963, 1967 Age Discrimination in Employment Act (ADA) and Title I, of the American Disability Act of 1990. These laws permit equal recruitment among employees.

Conclusion:

Human Resource Management is a health care function that focuses on recruiting , managing and guiding people working in health care. It is for handling the staff inside the company. Employees are the most important resource for each of the organizations. Many revolutionary changes in health care have been brought in modern age computers along with IT.

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