Aetna Case

Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012). Managing Human Resources (7th ed.). Upper Saddle River, N.J.: Prentice Hall.

The purpose of this paper is to give an overview of two federally and/or state funded programs. The programs that will be discussed are Medicare and Medicaid. In this paper will be information about who receives Medicaid/Medicare, the services offered by these programs, and those long term services that are not.

I am very interested in a career field in Human Resources. For this paper, I interviewed Lillian Mannino who is a Human Resource and Personnel Manager at the UC San Diego Graduate School of Global Policy and Strategy. As a manager, Lillian serves as the link between the graduate school’s management and its employees. She is in charge of overseeing recruitment, employee relations, policy development, payroll, and benefits. Personnel management is a special branch of management that is focus on the concerns of employees at work and their relationship with the organization. Her educational experiences consist of a bachelor degree at UC San Diego in Management Science and a professional Human Resources certificate from UCSD Extension. She has been working in the academic administration for almost ten years and earned her current position as manager through climbing up the ladder. She started off working in this field as a student affairs officer then was promoted to an administrative specialist. Her prior work experience paved a path for her to build up professional experience as well as a solid network within the UCSD administrative system.

Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (7th ed.). Harlow: Pearson.

Medicaid has become an essential program for many, proving comprehensive inpatient and outpatient health care coverage, including many services and expenses Medicaid does not cover, especially, prescription drugs, diagnostic and preventive care, and eyeglasses. Medicaid can also help supplement Medicaid deductibles and premiums and pay a 20% portion of uncovered charges in some cases (Hansen, 2012). The program supports the country's most vulnerable and frail including children, those requiring long-term care services for chronic mental illness and retardation and those needing AIDs therapy (Goodman, 1991). These are enormous societal needs that may not be met without the assistance of Medicaid.

2. TAYLOR S, and WOODHAMS C – Studying Human Resource Management, (2012) page 104, London Chartered Institute of Personnel and Development

The Medicaid program is a state and federally funded entitlement program that pays for medical services to qualified “low income adults, children, pregnant women, elderly adults and people with disabilities” (Medicaid, n.d.). Through Medicaid, health care coverage is made available to individuals and families who meet certain eligibility criteria. The purpose of Medicaid programs is to ensure that vital health care services are made available to those who otherwise do not have the financial means to obtain them. Medicaid programs are established and administered by individual states to “determine the type, amount, duration, and scope of services within broad federal guidelines” (Medicaid, n.d.). A list of mandatory and optional benefits can

Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.

2. Leatherbarrow, C., Fletcher, J. & Currie, D. (2010) Introduction to Human Resource Management. 2nd Edition. London: CIPD

Furthermore, as businesses continue to evolve so do their primary functions. Like Whole Foods, many companies today are expanding the use of strategic human resource management. In fact, now more than ever, executives are working closely and strategically with their human resources divisions in developing creative ways to implement proper policies, practices, and systems that can successfully influence employees’ attitude and performance” (Noe, Hollenback, Gerhart, & Wright, 2015, p. 5).

Currie, D (2010). Introduction to Human Resource Management. 2nd ed. London: Chartered Institute of Personnel Development. 293

Gerhart, B., Hollenbeck, J., Noe, R., & Wright, P. (2009). Fundamentals of human resource management (3rd ed.). New York, NY: McGraw-Hill.

C. Leatherbarrow & J. Fletcher, 2014, Introduction to Human Resource Management, guide to HR in practice, 3rd edition, London, CIPD

Alexander, M., 2003. A handbook of Human Resource Management Practice. 9th ed. London: Kogan Page

With the changing demographics of the U.S. workforce (Ng & Burke, 2005) and the need for organizations to continually innovate their products and services to remain competitive, embracing diversity and the benefits its brings is going to be key to driving a successful organization