Strategic Human Resources Planning in Healthcare

Strategic Human Resources Planning in Healthcare Strategic Human Resources Planning Executive summary A family group of companies dealing in pharmaceuticals has been in operation for decades distributing medical supplies such as syringes and bandages to different hospitals in their region. The company has established a reputation for itself, owing to the quality products and reliable services it offers the local hospitals. The companys success over the years can be attributed to its dedicated team of employees that has established a family like environment for its staff ensuring prolonged retention of its employees. The company also attributes its success to a dedicated customer satisfaction policy, which went to great lengths to ensure the needs of their customers are satisfied. The companys experience has grown over the years and with it, there has been a development in growth of their business network, whereby, the company supplies its products to hundreds of hospitals across Canada that has seen it open branches in different locations across the country. Background of Management/ Problem Statement Over the years, the business has been under the stewardship of the founders, who are mainly members of the same family. Being a small company only serving local hospitals, the company has experienced nothing but success among its workforce. However, with the expansion of company and the ever-changing technologies in medical field continues creating need for change not only in the products the company supplies but also in staff and management approaches. These changes have led the company to promote some of their existing staff or hire new ones to meet the demands in the changing market. Nonetheless, the companys human resources department is clouded with issues as the role of the department has grown to more than an amateur department for a small company. The troubled HR department is now experiencing staff departures and falling earnings. As such, the company needs to establish a human resource strategy to help create a balance between the employee and employer needs ensuring sustai nability of the business in the end. Project Stakeholders Roles and Responsibilities Managing Director Bill seats at the top of the company management chain, he owns the company and thus, all decisions that are made for the organization will need his blessing before they can be put into play. Project Directors These different directors within the company plan direct and oversee different projects ensuring the deliverables are reached as defined in the project goals. The directors also maintain accountability for the management of the company resources assigned to the project. Quality Managers They manage products and the process quality activities of the different project and offer an insight of the project health by offering a review of the process, product activities, and the required standards. Therefore, quality managers are vital to the human resources department especially towards activities of training needs analysis, training, hiring of skilled staff. Employees Employees are an important part of implementing change within an organization, since the changes to be implemented will mainly affect them directly. Therefore, as part of creating a strategic human resource plan, it will be important to seek what changes the employees would like to see, be it technological, managerial, work schedules, and other workplace related issues influencing productivity. Operations Lead These are the individuals mandated with the overseeing of different operations of a new system, as well as monitoring and managing operations and resolutions of operations support issues. The operations leads are an important part of change within the organization, as they will play a key role towards implementing new management software that is needed for the human resource department. Approaches to Solving the Human Resources Issues Labor Relations According to Noe et al (2006), worker labor relations are dedicated to endorsing operative fairness, and specialized associations between a corporation and its personnel. Through effective labor relations, the company will be able to solve various problems it is faced with including among others establishing awell-organizedfabrication of goods. At the same time, the labor relations will allow a determination of satisfactory terms and circumstances of service considering both the good of the proprietor, personnel, and as well as the society via agreements reached through negations. Thus, strategic plan to use labor relations will establish stable and harmonious relations between the Family Company and its employees, and between them and their society. Labor relations also go a long way towards establishing mechanisms of communication within the organization. In addition, the practice establishes channels of consultation and collaboration to determine workplace matters at the industrial level through agreed harmony. The family company is faced with numerous disputes between its management and the employees, labor relations can be used to mitigate these disputes to aid in the settlement and future avoidance through negotiations and dispute settlement mechanisms. The process would go a long way towards the provision of social protection where it might be needed especially in areas of social security, child labor, safety, and health (Noe et al, 2006). Talent Management and Staff Development The organization has been in constant need of a human resource assistant to deal with growing workforce and ensure the needs and work schedules of the employees are in order. This objective could be attained through talent management in the company. According to McCauley and Wakefield (2006), capacity supervision is assignment critical procedure that sees to it that an organization has the quality and amount of individuals in place to meet their existing and impending business urgencies. In line with this staff development process, the company will cover all the key aspects of the employees life covering the selection process, the growth, succession, and the management of performances. The Family Medical Group Company can thus have talent management as part of their human resource strategic plan ensuring the human resource department always has a clear understanding of the organizations prevailing and future operational strategies. The organization will also from time to time be able to identify any gaps arising between the current talent and that required to attain business success. In addition, running a talent management plan will ensure the firm is accurate in hiring and promotions decisions it undertakes. Finally, the human resources team will easily  connect individual goals to corporate goals providing organizational expectations and offer feedback to aid manage performance (McCauley and Wakefield, 2006). Work Design/ Classification Organizations can employ the high relationship prevailing between employee satisfaction with the work environment, which includes the rules, technology in use, and the office design to attain organizational success. Where new employees join the company, design can be employed to ease transition to the new work environment for the new employee and enhance productivity. Under the work design, the firm should get rid of disruptions and offer its employees a comfortable environment that support their needs in the process transforming attitudes about work and increase output and efficiency (Enz and Siguaw, 2000). The companys revenues have been decreasing, for the human resources department to save this situation, it has to maximize the intellectual capital and to do this, it has to establish effective work processes, and through an environment, that supports it. According to do Enz and Siguaw(2000), where an efficient work environment has been created and the staffs are proud of it, then consequently job performances improve. In addition, work environments that are known to adopt work designs that are supportive of the way people need to work, it strengthens morale and promotes a positive attitude about their duties and enhances productivity. Performance Management This is a procedure of fashioning workplace setting where individuals can accomplish tasks to the best of their capacities. Thus, performance management commences when the job is defined as needed. The process is a collaboration between the employer and employees making major interaction opportunity with the employees a learning occasion. Developing a performance management plan is vital to the human resources department of the firm since it contributes establishing an employee recruitment plan, allowing the firm to recruit potential employees in the process. Implementing a performance management plan will bring various advantages including creating job specification and it aligns the firms strategic organization and culture, offers an accurate picture of the different employees performances. The process will also make for collaborative process geared towards setting goals and review performances following a two-way communication channel between the firm and its staff. The plan will monitor and measure results and behaviors, including issuing feedback on the different tasks carried out with the firm. Where there are, training needs, the plan creates training and development opportunities, and most importantly, it identifies areas of poor performance and establishes plans to improve these areas (Den Hartog et al, 2004). Organization Development According to Cummings and Worley (2014), where organizational development is part of a strategic human resources the organization will benefit by further strengthening its leadership capabilities of the firms supervisory personnel. Organization Development will increase the organizations capacity to a well manage assortment and identify natural differences that exist at the workstation, the process will go a long way towards employees skills, create accountability, and offer resources that will enable the organization create long-term sustainable change. The process of organizational development will help reduce the staff turnover rate, work on the low staff morale reported by the managers, fight the prevailing inability to effectively communicate throughout the organization, and work on the disconnection between the supervision and the staff. In addition, organization development will play a part to train employees for career development, providing flexible learning options by encouraging employees to engage self-learning and engage in development activities,  and build trust between the staff and the leadership in the organization. The plan will also help the human resources department in matching the various available learning options to different learning styles (Cummings and Worley, 2014). Training Needs Analysis According to Brown (2002), operative training needs analysis is predominantly important in the modern day changing work environment as new machineries and elastic working performance are prevalent, that correspond to changes in the skills and abilities. Training needs analysis will enable the firm to station funds into the zones where they will underwrite to the expansion and enhancing drive among the employees. As well, the employees will need to be trained to bridge the existing skill gap and training needs analysis is important for an effective training program. Through training needs analysis, the organization will be able to channel its available resources to areas where they will be able to contribute to employee development in the process enhancing productivity at the workplace. Ensuring training needs analysis is part of the strategic human resource plan will ensure the organization priorities are put into consideration and economies of scale are attained. Additionally, the firm will have an opportunity to consider its future needs, and develop monitoring techniques to use within the organization. The investigation will help the organization to investigate unexpected problems and indicate where gaps exist within the organization. This part of the plan will aid in establishing the level of need, and come up with a plan to mitigate the need by considering the kind of training that will be most appropriate (Brown, 2002). Staff Acquisition The top management in the firm will negotiate with functional and department managers to identify and assign resources in line with the firms project organization structure. In addition, the plan will identify external sources and mechanisms to hire new project sources, and allow an approval of the project works. The upgrade of the management system will include alliancing with the vendor, in corroboration with the human resource management team. Nonetheless, the vendor will need to transfer his expertise to the staff to ensure the transition of the project transpires (Brown, 2002). Conclusion The strategic human resource plan will go a long way in helping the Family Medical Group of Companies archive its goals. The process will act as the link between the management of the organization and the overall strategic plan of the plan. The strategic plan will aid the organization in meeting their mission, help the organization assess the current human resource capacities, foresee the requirement of the organization, analyze gaps, and come up with strategies that support organization strategies. References Brown, J. (2002). Training needs assessment: A must for developing an effective training program. Public personnel management, 31(4), 569-578. Cummings, T. G., Worley, C. G. (2014). Organization development and change. Cengage learning. Den Hartog, D. N., Boselie, P., Paauwe, J. (2004). Performance management: A model and research agenda. Applied psychology, 53(4), 556-569. Enz, C. A., Siguaw, J. A. (2000). Best practices in human resources. The Cornell Hotel and Restaurant Administration Quarterly, 41(1), 48-61. McCauley, C., Wakefield, M. (2006).Talent management in the 21st century: Help your company find, develop, and keep its strongest workers. The Journal for Quality and Participation, 29(4), 4. Noe, R. A., Hollenbeck, J. R., Gerhart, B., Wright, P. M. (2006).Human resource management: Gaining a competitive advantage.

Examination of Clinical Psychology Essay

Clinical psychology has a full history that dates back to the early days of Greek philosophy. The combination of philosophy, current psychology and science has created a specific discipline in clinical psychology. Research continues to improve and evolve this branch of psychology. There are certain distinctions that set clinical psychology apart from other areas of this discipline and this paper will explore not only those distinctions but also the history of clinical psychology. The History of Clinical Psychology The beginnings of psychology in general can be found in the era of Greek philosophy. Early philosophical thinkers saw the connection between the mind and body including the influence that relationship had concerning emotional sickness. Hippocrates, Plato, and Aristotle were a few of those that recognized the soul or spirit as being the primary force of the body. They also recognized that problems within the soul could manifest in physical illness (Plante, 2011, p. 34). In the middle ages, any kind of mental, emotional or physical sickness was thought to be characteristic of sin or evil and treatments of such issues were dealt with on a spiritual level. The following Renaissance era was all about scientific research and discovery taking the previous beliefs on spiritual origins and disproving them. Illness was established as something more explainable by scientific research rather than spiritual and metaphysical beliefs (Plante, 2011). As the nineteenth century rolled in, members of psychological study started to have a more accurate understanding of the connection between the body and mind. Sigmund Freud was one such forward thinker and he promoted theories that unconscious thoughts of the mind can hold a strong influence on one’s health drawing on the original beliefs of the Greeks (Parsons, 1958). The actual emergence of psychology began with the development of the first laboratory and book of psychology by Wilhelm Wundt. Development was quick after this first large step even though the new concepts and principles of psychology were being applied to peoples’ issues. Also the wars of our history provided a platform for the world of clinical psychology. Service members emerged in war required specialized treatments which led to the development of psychometric assessments. Later developments led to the creation of evolved models of guidelines and training for the education of clinical psychologists (Plante, 2011). Clinical Psychology’s Evolving Nature Clinical psychology has a fundamental instrument that develops its evolving nature which is described by its relationship with modern medicine and used of scientific methods (Kazdin, 2008). Clinical psychology continues to develop applications as new scientific evidence mounts. Contemporary clinical psychology embodies the scientific advances of science mixing in a deep understanding of the mind. The relationship of practice and research continue to come together to facilitate continual improvements in treatments and this relationship is a necessary element to the evolving nature (Kazdin, 2008). The only possible challenge for clinical psychology and research is the challenge of trying to customize treatment to meet the patient’s individual needs when there really is no defined outline of every individualistic need for each individual patient (Kazdin, 2008 p. 17). The Role of Research and Statistics in Clinical Psychology Research is a vital aspect of any psychology and clinical psychology is no different. Research provides the empirical foundation to answer questions with validity. Statistics is a vital part of this research since this area of the research facilitates researchers being able to conclude if the information is substantial and relevant. Research is also vital because to clinical psychology because it boosts therapy methods which leads to the improvement of one’s life and it also helps discover effective methods to diagnose and treat human behavioral issues (Plante, 2011). The scientific method of empirical study also benefits the researchers themselves enabling them to gain critical thinking skills. Research is one of the most fundamental practices that allows for the betterment of clinical psychology (Plante, 2011). Clinical Psychology as it Differs from Other Disciplines The primary differences between other disciplines and clinical psychology involve the targeted training, area of focus and possibly even the educational requirements. Some psychologists participating in the area of clinical diagnosis, such as a school psychologist or social worker, generally must earn a master’s degree but other specialized areas of clinical psychology might require a doctorate (Plante, 2011). School psychologists also specialize primarily in working with children and society’s youth whereas social workers can serve a more broad population and work in hospitals, schools or even county programs. Areas of counseling psychology are very similar to clinical psychology and there is the belief that the two separate groups do not even need to exist separately (Kazdin, 2008). There are also psychiatrists who have the added, extensive education and training in the medical arena and for all intended purposes they are physicians. They not only counsel as psychologists but are allowed to issue psychiatric medicine. Then there are other various mental health care professionals such as psychiatric nurses, specialized counselors, and industry and organization counselors who all provide clinical services. Even though clinical psychology differs in some aspects from other counseling professions, all of them have the purpose of using psychological principles to understand human behavior, helping individuals to live healthier and happier lives (Plante, 2011). Conclusion As this paper has laid out, there are many various contributions to the formation of clinical psychology becoming its own discipline. The evolution has traveled a long road but it has been steady and continuous with new information being discovered through scientific methods. Philosophy kicked off the curiosity that lead to future contributions by pioneers such as Freud and his psychoanalytic methods. Clinical psychology does hold its differences amongst other disciplines of psychology but the overall goal of all disciplines still remains to serve the general human population, attempting to give everyone a chance at a better quality of life. References Kazdin, A. E. (2008). Evidence based treatment and practice: new opportunities to bridge clinical research and practice. American Psychologist, 63(3), 146-159. Parsons, T. (1958). Social Structure and the Development of Personality: Freud’s Contribution to the Integration of Psychology and Sociology. Psychiatry: Journal for the Study of Interpersonal Processes, 21(10), 321-340. Plante, T. (2011). Contemporary clinical psychology (3rd ed.). Hoboken, NJ: John Wiley & Sons.

Air force fume billboard Essay

Air force fume billboard Introduction   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In 1943 John Garfield, John Ridgley, Gig Young â€Å"The troop of an Air Force† bomber disembark in the Harbor in the outcome of the Japanese assault and is mailed on to Manila to provide a hand with the attack of the Philippines (Suids, 1996).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There are observable characteristics, which attract customers to the product. Basing our argument on the above film are lifestyles, standards, color, physical appearance, taste, motivations, opinion, and desires. These take account of distinctiveness such as cheerful, preservationist, and safety-cognizant, value-oriented, class-driven. In our case, color attracts ones attention such that the distant-customers move closer.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Color information is supportive in identifying objective. It can be, sometimes, misleading. One of the tribulations with regard to images is the equivalent objects might have dissimilar colors and intensities when the illumination situation changes or there are dimness. It occurs predominantly often in our assignment. The billboard images for patterns were taken independently in a different circumstance from the unambiguous game in the video progression. However, in the live match dissemination, the lighting condition is diverse and they even revolutionize often during the match (Toyoshima, (2008).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Furthermore, there are numerous shadows caused by the players ahead of the billboards. When we to make use of the template color as the sample color and try to come across areas with the related color in the edge. The tolerant level is sky-scraping, a lot of gratuitous area will be incorporated and the diminution in searching area is not very considerable; on the other hand, if the lenient level is low, we have the risk of ignoring the main area. The brightly brown color captures awareness to the customers. The billboards exhibit great advertisements to fleeting pedestrians and even drivers. Characteristically, screening outsized, apparently amusing slogans, and distinguishing visuals. The billboards are exceedingly noticeable in the summit in market places. The bulletins are the leading modern-size billboards. They are located mainly on major highway, expressway and market zones to attract or capture peoples’ attention (Toyoshima, 2008)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   More so, imagery as a stylistic device applies during advertisement. For instance, â€Å"AIR FORCE† here implies war. This is the war of the crew against the Japanese as explained on synopsis. This type of film designed in such a way that it entails different styles. Since it is in a class of luxury has to be standard and specially designed to reach the test of customers. Primarily a good copy communicates to the ideal clients. In this case, the copy creates a great physical impression to the customers. In so doing more, sales are systematical done due to its unique appearance on the customers’ eyes (Suid, 2002).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Addition to that, customers like a description on the product in the market. Therefore, the synopsis contained on the copy gives customer detailed-evidence information in the copy. Furthermore, copywriter includes power words, which are very patting to the clients. ssOccasionally, these words are termed as power words which a very influential to the customer. They are advisable to apply in the language. In the above copy, â€Å"AIR FORCE† is an example of power words. Edges are very noteworthy illustration features in image processing. They are the points with high passion contrast and portray margins of objects contained in an image. Using periphery information of a copy also significantly condenses the amount of data while preserving the essential structural properties of an image. This gives a good impression to sight hence encouraging more purchases (Toyoshima, 2008). References Suid, L. H. (1996). Sailing on the silver screen: Hollywood and the US Navy. Annapolis, Md: Naval Inst. Press. Suid, L. H. (2002). Guts & glory: The making of the American military image in film. Lexington: University Press of Kentucky. Toyoshima, Y. (2008). Japanese movie billboards: Retro art from a century of cinema. Tokyo, Japan: DH Publishing Inc. Source document

Ethics and Morality Essay - 1347 Words

Ethics and Morality Is it immoral for a person to write lies on his/her resume? This question poses many questions in its self. How fictitious is the lie, what are you lying about, what could be the consequences of this lie and whom and how will this lie affect the people involved? How would John Stuart Mill answer this question? Mills general position seem to be that one should do what will produce the most happiness, pleasure and with the absence of pain. With this in mind for one to falsify their resume will produce the greater happiness to that person, and family. If this means to exaggerate the truth a little so be it. I feel Mills view would be to exaggerate, but not to over exaggerate so that when you do get the job you†¦show more content†¦This he felt is how most live. According to Mill morality is about producing good consequences, not having good intentions, we should do what ever will bring the most benefit to all humanity. Also that our conduct is right or wrong because of the pro pensity to produce good or bad consequences for the people whom are affected by it. Mills moral philosophy was a version of the utilitarian theory. In witch he believed that righteous actions are those actions that produce the greatest happiness to the largest number of people, following from his Principal of Utility. Since Mill believes that it is not the intention of an action and it is the ability for the action to produce favorable consequences. It follows that for some one to exaggerate on their resume is morally ok. As with Mills Principal of utility, witch is saying if the action produces the greatest amount of happiness to the most people with the least amount of pain that to is morally ok when compared with the utilitarian theory. It seems to that Mill is trying to say that if more than one-person benefits from what might be considered an immoral action, also that the least amount of pain is cause then that action can be consider morally ok as long as the consequences of th atShow MoreRelatedEthics, Morality, And Morality2531 Words   |  11 PagesEthics and morality may initially seem to be interchangeable words used to describe a code of conduct that society should follow in order to make informed decisions. However, they are in fact two separate entities that exist as individual codes of conduct, yet share a symbiotic relationship in decision making. Ethics can be described as the rules of behavior and demeanor as established by society, a certain sociological group of people, or a religion. Consequently, due to the nature of ethics, theyRead MoreEthics : Ethics And Morality1478 Words   |  6 PagesEthics Paper In my organization, the ethical system used is egoism. 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