Resolution Implementation: Actual implementation would vary from organization-to-organization, or from non-profit to for-profit. Each organizational entity would have contrasting Executive and management, or there are shareholders/stockholders that would have a profound impact in the developing course of action.
Additional, influences or variables that would have an impact would be aligning a school district and the local school board to form a partnership in the development of a Health Care Magnet School. Partnerships with a local college/ community college, or an accredited medical health care educational center would require contractual obligations that both parties would need to negotiate and finalize before implementation of an internship program.
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The implementation of a day care could be based on a mutually agreeable partnership with a day care business operation that would be willing to operate such a facility, or an internship program with graduate students from the local university with degrees in child care and early education.
All of the presented options would be based on acquiring approval from the Board of Directors and the blessings from shareholders/ or stakeholder that would agree to such proposals. Available and allocated capital would also be required, and the actual size of the organization would have a direct bearing on monetary resources available for such programs.
The world of business, to include health care is faced with a myriad of challenges. Recruitment and retention in a highly competitive environment, is an area that institutions are being confronted with to a greater degree than in previous generations. Consequently, no longer do individuals become employed by an organization and stay until their eventual retirement.
Recruitment and retention is paramount to meeting both the tactical or strategic goals of any organization.
In the fall of 2001, Stephanie Chappell Disbrow took her talent acquisition/recruitment knowledge into the medical field when she was brought on board with Sterling Healthcare. As a Client Service Representative Supervisor, she was responsible for a small staff of lower level recruiters. Through her time here,
The most challenging area Mrs. Dukes faces is staffing. For a well- developed health care system, sufficient, highly motivated and skillful employees are essential components (Saleem, 2015). It is important that we remember people are the most important and valuable asset of an organization. Every position is an important position and it takes skillful and effective people to fill those spots. “Staffing is the managerial function concerned with the procurement and maintenance of human resources” (Dunn, 2010). Having the right staff members is key in running an organization. If you hire individuals who are
One of the tools Sharp managers use to retain the employees is re-recruitment of current employees rather than new ones. Re-recruiting recognizes employees for their contributions, renews their sense of self-worth and loyalty, and ensures their longevity. The management places employees in three different categories based on their performance. The categories include great, good and low-performing employees. The management meets with employees in each category individually. However, when they meet with their great performers, they let them know they are a valuable asset to
The role of human resources is also very important in maintaining an effective health care industry. If the managerial personnel are performing their duties effectively and efficiently in a health care organization, the organization will automatically progress. Additionally, the organization will provide the improved outcomes of the patient health and health care delivery as well. This is so because human resource is also considered as one of the most important inputs to effective health care services. Although there exists a variety of challenges in inducting qualified human resource professionals but there is a strong need to solve this issue. (Kabene, 2006)
This process of “job elimination, deskilling, and downgrading” and shift from outstanding expertise to a few hours of training is simply because of “the for-profit, market driven health care that is sweeping the nation” (Gordon 279).
This business plan will explain the opportunity and the business case for starting and operating our new independent day care facility, and details the need for $75,000 in investment capital in order to properly fund the operations and provide an attractive return to investors.
The approach employed includes surveys and observations from other healthcare settings. Several healthcare institutions have outlined characteristics of successful recruitment and retention programs. Some of these program strategies are: sustained leadership commitment culture centered on employees and patients with other organizations to address workforce strategies, partnerships broaden the base to attract a
List factors under the control of healthcare managers that contribute to the decrease in the number of people applying to health professions schools. Describe the steps that healthcare organizations can take to improve this situation.
The healthcare system in America started as a predominantly volunteer system where patients were required to pay little to nothing for treatment. Since it began, the healthcare industry has seen tremendous changes that have transformed it into a business entity which has operations like financial management, strategic planning and functional specialties to keep the industry viable. The industry is one of the largest in the country employing 15 million people with a projected increase of jobs with 3 million jobs annually. As the healthcare industry continues growing, services and personnel are changing, and various dynamics are coming into play to accommodate changes (Smith, Saunders, Stuckhardt, & McGinnis, 2013).
This paper seeks to explain how the health sector has and shall be affected by the implementation of the Affordable Health care Act. This act represents the largest legal overhaul in the health sector for since about two decades ago. It is relevant for this paper since the Act affects the human capital in the health sector employment space. The act affects this human capital in terms of healthcare employees as well as the patients. This paper shall briefly highlight these effects and possible strategies implemented and recommended as well.
I believe it is essential that you have an understanding of the business needs so you can better utilise your resources to attract employees who are likely to stay with the company thus having a knock on effect on retention.
The topic I chose to research and discuss is the topic of recruiting and retaining the best employees. I chose this subject because I felt it was important for an employer trying to compete in this very competitive business environment, no matter what the business is, to be able not only hire the best and most qualified employees but retain them and keep them motivated. The ability to distinguish the difference between high performing employees and lower performing employees can be detrimental to a company’s success or failure. In retrospect, this goes back to recruiting and retaining the best employees while avoiding and being able to let go of those of a weaker caliber. Before an organization can thrive in recruitment and retention,
establishing favorable locations where to set up the daycare and presentation of proposals to the administration
Recruiting highly capable employees has become more than an art, it has now become a strategy. And taking a strategic approach means utilizing a strong recruitment and selection process to attract the right candidates to my organization. The strategy has grown, there are several effective recruitment and selection strategies that are far more advanced than simply asking the right questions.
The Health industry is a fast paced, stressful, and very crucial field. Therefore, it is important to make sure positions are staffed with the most highly qualified, motivated, and capable employees. Nursing enrollment dropped and made competition more difficult because thousands of hospitals were competing for the same employees. The main reasons that employees choose to stay at an organization are job satisfaction, rewards, work relationships, and commitment (Mathis, Jackson, & Valentine, 2014). Alegent Health realized that they needed to strengthen those attributes with their employees if they want to keep them happy and employed at their medical centers.