Fluent Essays

Welcome to Week 3 of the course! In Week 2, you learned about the importance of human resource management (HRM) in healthcare organizations. The week also focused on HRMs role in dealing with legal issues. In addition, you explored the major laws affecting healthcare and the legal responsibilities and ethics that impact the healthcare workplace. This week, you will learn about the role of HRM in dealing with job design, job analysis, and job descriptions. In addition, you will focus on performance management, employee relations, and the disciplinary process. Lets begin this week by understanding the differences between a job design, a job analysis, and a job description. Your Learning Objectives for the Week: Evaluate the components of job analysis. Utilize critical thinking to analyze major HR challenges facing healthcare organizations and evaluate methods of minimizing the negative impact MHC6306 WEEK 3 LECTURE, DISCUSSION, & PROJECT INSTRUCTIONS 1 Job Design; Analysis; and Description A job design refers to arranging tasks related to a job in a way that helps increase productivity, operational efficiency, and quality and reduce job dissatisfaction. As a human resources professional, you must ensure that the employees meet these objectives and that the objectives are tied directly to the analysis and description of any job within the organization. So, you have learned about the role of HRM in dealing with job design, job analysis, and job descriptions. In addition, you will focus on performance management, employee relations, and the disciplinary process. Resources: Cogin, J. A., Ju Li, N., & Lee, I. (2016). Controlling healthcare professionals: How human resource management influences job attitudes and operational efficiency. Human Resources for Health, 14 doi: https://su.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=rzh&AN=118354459&site=eds-live Sadatsafavi, H., M.A., & Walewski, J., PhD. (2013). Corporate sustainability: The environmental design and human resource management interface in healthcare settings. HERD : Health Environments Research & Design Journal, 6(2), 98-118. Retrieved from https://su.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=90392208&site=eds-live Additional Materials Performance Management in Healthcare Performance management is a process that helps gauge an organizations progress toward its goals. It sets the organization on a path toward achieving excellence in the organizations objectives. Performance management also helps employees know their contributions toward achieving the organizations objectives. In addition, it helps employees know that their contributions are recognized and acknowledged. Knowing the contribution of an employee toward achieving organization goals requires a two-way communication between the reviewed and the reviewer. The steps of the two-way communication process are given below. 1. Clarifying expectations: Performance management begins with a discussion between the reviewee and the reviewer regarding: · Expectations · Objectives · Goals 2. Setting objectives: The expectations, objectives, and goals set in the first step are evaluated periodically. 3. Providing feedback: The reviewer provides periodic feedback to the reviewee. The feedback must include a discussion on: · Expected results · Achieved results · Refinement of objectives to meet current situations · Removal of barriers to the achievement of results 4. Evaluating performance: The performance should be evaluated at the end of the year. The performance evaluation discussion must include: · Variances in performance · Next years objectives, goals, and expectations · Ratings An effective performance management process can be an effective motivator for employees. It can help the HR professionals and the employees achieve the best possible performance for the organization. In this lecture you analyzed and designed a job description for a healthcare organization, understand performance management in healthcare organizations, and examined the common practices and processes in addressing employee relations. Next you will learn about the importance of HRM in dealing with job design, job analysis, and job descriptions. You also learned about performance management, employee relations, and the disciplinary process. Resources: van, d. R., Van, d. B., & S.R. Segers, M. (2013). Understanding informal feedback seeking in the workplace. European Journal of Training and Development, 37(1), 72-85. https://su.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=eric&AN=EJ1005938&site=eds-live Clarke, M. A., & Hill, S. R. (2012). Promoting employee wellbeing and quality service outcomes: The role of HRM practices. Journal of Management and Organization, 18(5), 702-713. https://search-proquest-com.southuniversity.libproxy.edmc.edu/docview/1268167617?accountid=87314 Employee Relations Employee relations are important for the success of HRM because it is the responsibility of HRM to manage and monitor employees. An HR professional acts as an advisor or leader for the employees. The HR professional can foster a productive and positive work environment only in consultation with employees and departmental heads. Employee relations include a variety of activities, such as: · Coaching and training employees on the performance management system or on employee rights · Advising employees on policies and procedures · Advising employees on the disciplinary process or corrective actions to take · Handling conflicts, disputes, or grievances through mediation and resolution · Ensuring compliance with employee contracts · Educating the employees with queries related to the employee handbook · Investigating complaints or charges of noncompliance with regulations These types of issues must get addressed in a timely manner to keep empowering employees to perform successfully. For example, complaints of sexual harassment, discrimination, or other work-related concerns are serious issues that HR professionals must address quickly. They must resolve any issues that interrupt the positive and productive work environment, as such issues hamper the achievement of organizational objectives. One of the responsibilities of HR professionals is to ensure compliance in the disciplinary process. The disciplinary process is a method employers use to inform employees that something is wrong. It generally comes into effect in the case of an allegation of improper conduct against an employee. So you learned about designing a job description for a healthcare organization. The unit also focused on understanding performance management in healthcare organizations. In addition, you examined the common practices and processes in addressing employee relations. Next, you will learn some exciting and informative facts about healthcare recruitment, selection, and retention and will t also focuses on methods, metrics, and best practices related to recruitment, selection, and retention. Resource: Malvey, Donna,M.H.S.A., PhD. (2010). Unionization in healthcare strategies. Journal of Healthcare Management, 55(4), 236-40.  Retrieved from https://search-proquest-com.southuniversity.libproxy.edmc.edu/docview/742470084?accountid=87314 Week 3 Discussion   Before beginning work on this discussion forum, please review the link “Doing Discussion Questions Right,” the expanded grading rubric for the forum, and any specific instructions for this topic. Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area. Job Description, Analysis, and Design and Mutual Respect and Trust The knowledge of jobs is used for many purposes, certainly in the field of HRM for healthcare organizations. In particular, knowledge of what a job requires an employee to do—the basis for pay—is essential to make comparisons with other jobs for market pricing and as the first step in evaluating jobs internally. Today and every day, as leaders or managers, we want to emphasize the golden rule of treating others the way we want to be treated. We are working with a diverse team of people from many cultures, traditions, backgrounds, and belief. This is what makes us a strong, effective, and successful healthcare organization. Tasks: In a minimum of 200 words, post to the Discussion Area your responses to the following: · Consider the differences among a job description, a job analysis, and a job design. What is the importance of each in healthcare HRM? · How would you foster a climate of mutual respect and trust among your team members? · Suppose you are developing the job description, analysis, and design for a clinical team leader position. Does diversity relate to the position at all? Explain your answer. If yes, how will you address it? To support your work, use your course and textbook 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. Week 3 Project   Instructions Before beginning work on this assignment, please review the expanded grading rubric for specific instructions relating to content and formatting. In this assignment, you will explore the differences among educational levels, the scopes of practice, and credentialing and licensure requirements for various employees in a healthcare organization. Scenario: You are the HR manager of a newly established healthcare organization. The board of directors of the organization asks you to prepare a presentation on the required profiles for the following roles: · Administrator (i.e., chief executive officer, vice president of nursing or finance, etc.) · Physician · Registered nurse · Nurses aide · Laboratory technician · Dietary aide · Maintenance professional Tasks: For each role, provide the following information: · Educational qualifications required for the role · Scope of practice for the role · Credentialing and licensure requirements for the role · A description of the importance of the role in a healthcare organization · Explain the legal aspects of the HRM role. For the workforce as a whole, address the following: · How would you build and maintain a climate of mutual respect and trust among employees? · What is the importance of diversity in the workforce? Submission Details: · To support your work, use your course and textbook 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. · Your assignment should be addressed in a 16- to 20-PowerPoint presentation. Page 1 of 1 Human Resource Management in Healthcare Organizations ©2014 South University Job Design, Job Analysis, and Job Description Let’s learn about the differences among a job design, a job analysis, and a job description. Aspect Definition Purpose Use Job Design A job design is primarily concerned with designing the job to match the employees’ skill sets with the job and then using these skills to improve organizational performance. The purpose of a job design is to improve employee motivation and productivity. A job design is used to address problems such as:  Work overload  Repetitiveness  Excessive working hours  Isolation Job Analysis A job analysis involves knowing the nature and characteristics of the people to be employed for the jobs. The purpose of a job analysis is to document the requirements of a job and the work performed. A job analysis is used for:  Recruitment and retention  Training and development  Performance evaluation Job Description A job description is a written statement of a specific job, which includes duties, responsibilities, and working conditions required for the job. The purpose of a job description is to capture the skills, experience, qualifications, knowledge, and attributes that are required to perform a job successfully. A job description is used for:  Providing the details of qualifications and experience required for the job 10/4/21, 7:35 AM Rubric Assessment - MHC6306-Human Resource Management in Healthcare Organizations SU01 - South University https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=406872&evalObjectType=5&userId=4901&groupId=0&rubricId=6574&d2l_b… 1/4 Close Print RubricSUO Discussion Rubric (80 Points) - Version 1.2 Course: MHC6306-Human Resource Management in Healthcare Organizations SU01 Response No Submission 0 points Emerging (F-D: 1-27) 27 points Satisfactory (C: 28- 31) 31 points Proficient (B: 32-35) 35 points Exemplary (A: 36-40) 40 points Criterion Score Quality of Initial Posting / 40 No initial posting exists to evaluate. The information provided is inaccurate, not focused on the assignment’s topic, and/or does not answer the question(s) fully. Response demonstrates incomplete understanding of the topic and/or inadequate preparation. The information provided is accurate, giving a basic understanding of the topic(s) covered. A basic understanding is when you are able to describe the terms and concepts covered. Despite this basic understanding, initial posting may not include complete development of all aspects of the assignment. The information provided is accurate, displaying a good understanding of the topic(s) covered. A good understanding is when you are able to explain the terms and topics covered. Initial posting demonstrates sincere reflection and addresses most aspects of the assignment, although all concepts may not be fully developed. The information provided is accurate, providing an in- depth, well thought-out understanding of the topic(s) covered. An in- depth understanding provides an analysis of the information, synthesizing what is learned from the course/assigned readings. Participation No Submission 0 points Emerging (F-D: 1-13) 13 points Satisfactory (C: 14- 16) 16 points Proficient (B: 17-18) 18 points Exemplary (A: 19-20) 20 points Criterion Score 10/4/21, 7:35 AM Rubric Assessment - MHC6306-Human Resource Management in Healthcare Organizations SU01 - South University https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=406872&evalObjectType=5&userId=4901&groupId=0&rubricId=6574&d2l_b… 2/4 Participation No Submission 0 points Emerging (F-D: 1-13) 13 points Satisfactory (C: 14- 16) 16 points Proficient (B: 17-18) 18 points Exemplary (A: 19-20) 20 points Criterion Score Participation in Discussion / 20 No responses to other classmates were posted in this discussion forum. May include one or more of the following: *Comments to only one other students post. *Comments are not substantive, such as just one line or saying, “Good job” or “I agree. *Comments are off topic. Comments to two or more classmates’ initial posts but only on one day of the week. Comments are substantive, meaning they reflect and expand on what the other student wrote. Comments to two or more classmates’ initial posts on more than one day. Comments are substantive, meaning they reflect and expand on what the other student wrote. Comments to two or more classmates’ initial posts and to the instructors comment (if applicable) on two or more days. Responses demonstrate an analysis of peers’ comments, building on previous posts. Comments extend and deepen meaningful conversation and may include a follow- up question. Writing No Submission 0 points Emerging (F-D: 1-13) 13 points Satisfaction (C: 14- 16) 16 points Proficient (B: 17-18) 18 points Exemplary (A: 19-20) 20 points Criterion Score 10/4/21, 7:35 AM Rubric Assessment - MHC6306-Human Resource Management in Healthcare Organizations SU01 - South University https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=406872&evalObjectType=5&userId=4901&groupId=0&rubricId=6574&d2l_b… 3/4 Total / 80 Writing No Submission 0 points Emerging (F-D: 1-13) 13 points Satisfaction (C: 14- 16) 16 points Proficient (B: 17-18) 18 points Exemplary (A: 19-20) 20 points Criterion Score Writing Mechanics (Spelling, Grammar, Citation Style) and Information Literacy / 20 No postings for which to evaluate language and grammar exist. Numerous issues in any of the following: grammar, mechanics, spelling, use of slang, and incomplete or missing citations and references. If required for the assignment, did not use course, text, and/or outside readings (where relevant) to support work. Some spelling, grammatical, and/or structural errors are present. Some errors in formatting citations and references are present. If required for the assignment, utilizes sources to support work for initial post but not comments to other students. Sources include course/text readings but outside sources (when relevant) include non- academic/authoritative, such as Wikis and .com resources. Minor errors in grammar, mechanics, or spelling in the initial posting are present. Minor errors in formatting citations and references may exist. If required for the assignment, utilizes sources to support work for both the initial post and some of the comments to other students. Sources include course and text readings as well as outside sources (when relevant) that are academic and authoritative (e.g., journal articles, other text books, .gov Web sites, professional organization Web sites, cases, statutes, or administrative rules). Minor to no errors exist in grammar, mechanics, or spelling in both the initial post and comments to others. Formatting of citations and references is correct. If required for the assignment, utilizes sources to support work for both the initial post and the comments to other students. Sources include course and text readings as well as outside sources (when relevant) that are academic and authoritative (e.g., journal articles, other text books, .gov Web sites, professional organization Web sites, cases, statutes, or administrative rules). 10/4/21, 7:35 AM Rubric Assessment - MHC6306-Human Resource Management in Healthcare Organizations SU01 - South University https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=406872&evalObjectType=5&userId=4901&groupId=0&rubricId=6574&d2l_b… 4/4 Overall Score No Submission 0 points minimum There was no submission for this assignment. Emerging (F to D Range) 1 point minimum Satisfactory progress has not been met on the competencies for this assignment. Satisfactory (C Range) 56 points minimum Satisfactory progress has been achieved on the competencies for this assignment. Proficient (B Range) 64 points minimum Proficiency has been achieved on the competencies for this assignment. Exemplary (A Range) 72 points minimum The competencies for this assignment have been mastered. 10/4/21, 7:36 AM Rubric Assessment - MHC6306-Human Resource Management in Healthcare Organizations SU01 - South University https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=415122&evalObjectType=1&userId=4901&viewTypeId=3&rubricId=251905&… 1/3 Associated Learning Objectives MHC6306.01 HR function related to strategic planning Assessment Method: Score on Criteria - IMPORTANCE OF IDENTIFIED ROLES: Describe and assess the importance of each role and how it relates to the organization Required Performance: Satisfactory (C range) (21-23) MHC6306.03 Job analysis Assessment Method: Score on Criteria - IMPORTANCE OF IDENTIFIED ROLES: Describe and assess the importance of each role and how it relates to the organization Required Performance: Satisfactory (C range) (21-23) Close Print RubricMHC6306 Week 3 Project Rubric Course: MHC6306-Human Resource Management in Healthcare Organizations SU01 Criteria No Submission 0 points Emerging (F through D range) (1–17) 1 point Satisfactory (C range) (18-19) 19 points Proficient (B range) (20 - 22) 22 points Exemplary (A range) (23-25) 25 points Criterion Score EDUCATIONAL QUALIFICATIONS : Explain the education qualifications needed for each position/ role / 25 CREDENTIALING AND LICENSING: Outline the requirements for the identified roles / 25 Student did not submit assignment. Student attempted to explain the educational qualifications of the positions, but did not provide sufficient understanding in the explanation Student explained the educational qualifications of each position using two to three resources Student explained the educational qualifications for each position using two to three scholarly resources Student explained the educational qualifications for each position using three to five scholarly resources Student did not submit assignment. Student attempted to outline the requirements for licensing and credentialing for the positions but did not demonstrate sufficient understanding Student outlined the requirements for licensing and credentialing using two to three resources Student outlined the requirements for licensing and credentialing using two to three scholarly resources Student outlined the requirements for licensing and credentialing using three to five scholarly resources Criteria No Submission 0 points Emerging (F through D range) (1–20) 20 points Satisfactory (C range) (21-23) 23 points Proficient (B range) (24-26) 26 points Exemplary (A range) (27-30) 30 points Criterion Score IMPORTANCE OF IDENTIFIED ROLES: Describe and assess the importance of each role and how it relates to the organization / 30 Student did not submit assignment. Student attempted to describe and assess the importance of each role but did not demonstrate sufficient understanding Student described and assessed each role using two to three resources Student described and assessed each role using two to three scholarly resources Student described and assessed each role using three to five scholarly resources javascript:// javascript:// 10/4/21, 7:36 AM Rubric Assessment - MHC6306-Human Resource Management in Healthcare Organizations SU01 - South University https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=415122&evalObjectType=1&userId=4901&viewTypeId=3&rubricId=251905&… 2/3 Criteria No Submission 0 points Emerging (F through D range) (1–20) 20 points Satisfactory (C range) (21-23) 23 points Proficient (B range) (24-26) 26 points Exemplary (A range) (27-30) 30 points Criterion Score SCOPE OF PRACTICE: Define the scope of each identified role / 30 Student did not submit assignment Student attempted to define the scope of each position in the organization, but did not demonstrate sufficient understanding Student defined the scope of each role in the organization using two to three resources Student defined the scope of each role in the organization using two to three scholarly resources Student defined the scope of each role in the organization using three to five scholarly resources Criteria No Submission 0 points Emerging (F through D range) (1–17) 1 point Satisfactory (C range) (18-19) 19 points Proficient (B range) (20-22) 22 points Exemplary (A range) (23-25) 25 points Criterion Score LEGAL ASPECTS: Assess the legal aspects affecting HRM in the healthcare setting / 25 CLIMATE AND DIVERSITY: Utilize critical thinking to prepare a plan that builds a climate of trust and respect among employees incorporating the importance of diversity in the workforce / 25 Student did not submit assignment Student attempted to assess the legal aspects of HRM in the healthcare setting but did not demonstrate sufficient understanding Student assess the legal aspects of HRM in healthcare using two to three resources Student assess the legal aspects of HRM in healthcare using two to three scholarly resources Student assess the legal aspects of HRM in healthcare using three to five scholarly resources iStudent did not submit assignment Student attempted to prepare a plan building a climate f trust and respect while incorporating the importance of diversity in the workforce but did not demonstrate sufficient understanding Student prepared a critically thought out plan that builds a climate of trust and respect among the workforce while incorporating the importance of diversity using two to three resources Student prepared a critically thought out plan that builds a climate of trust and respect among the workforce while incorporating the importance of diversity using two to three scholarly resources Student prepared a critically thought out plan that builds a climate of trust and respect among the workforce while incorporating the importance of diversity using three to five scholarly resources Criteria No Submission 0 points Emerging (F through D range) (1–9) 9 points Satisfactory (C range) (10-12) 10 points Proficient (B range) (13-14) 13 points Exemplary (A range) (15) 15 points Criterion Score 10/4/21, 7:36 AM Rubric Assessment - MHC6306-Human Resource Management in Healthcare Organizations SU01 - South University https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=415122&evalObjectType=1&userId=4901&viewTypeId=3&rubricId=251905&… 3/3 Total / 175 Overall Score Criteria No Submission 0 points Emerging (F through D range) (1–9) 9 points Satisfactory (C range) (10-12) 10 points Proficient (B range) (13-14) 13 points Exemplary (A range) (15) 15 points Criterion Score LANGUAGE MECHANICS: Present a structured presentation free of spelling and grammatical errors and properly cited sources using APA format. / 15 Student did not submit assignment. Contains many (≥ 5) grammar, spelling, punctuation and APA errors that interfere with the reader’s understanding. Contains a few (3-4) grammar, spelling, punctuation and APA errors. Uses correct grammar, spelling, and punctuation with no errors. Contains a few (1–2) APA format errors. Uses correct grammar, spelling, and punctuation with no errors. Uses correct APA format with no errors. No Submission 0 points minimum Emerging (F through D range) 1 point minimum Satisfactory (C range) 122 points minimum Proficient (B range) 140 points minimum Exemplary (A range) 157 points minimum