Organizational Assessment of the HR Department
The evaluation of the HR Department towards hospital is the following. First of all, the main threats are appearance of new competitors in the health care market, health care reform and a significant decrease of reimbursement. Secondly, strengths are mainly related to the aspects of professional medical personal, convenient central location and efficient healthcare quality. Thirdly, the weaknesses are dedicated to the features of old healthcare facilities, a lack of physicians and IT support. Finally, the opportunities are devoted to the features such as successful efficient system, funding for renovation of health care facilities and carry out health care provision. As a result, HR Department …show more content…
Human Resource (HR) Planning
The plan for staffing consists of the following steps. The first one is relates to the implementation of criteria for working performance of the employees, while the second step is mostly devoted to the feature of promoting trainings for the personal. The staffing model consists of the next aspects such as professionalism and motivation of the medical staff (SHRM, 2016).
B. The process of recruitment will be in the following way. First of all, it might be essential to implement the set of criteria which may help to find a specific candidate. Secondly, carrying out in depth interviews during the process of recruitment may help to evaluate the characteristics of the potential candidate (Pynes and Lombardi, 2011).
Selection and Placement
A. The ideal candidate for the job position might have the next characteristics such as working experience, professional background and professionalism. In order to be confident that this candidate is the most appropriate on these working positions the set of criteria which are mainly related to the aspects of professionalism in the medical field might be essential in the process of implementing a new employee. Moreover, one of the legal acts that may regulate this issue is ‘Equal Employment Opportunity Act’ which is also helpful for the process of hiring a new …show more content…
B. The development of the personal will be made due to trainings and programs which may enhance their professional background in the medical domain such as legal knowledge about the medical domain, and programs for increasing their knowledge about medical innovations.
Compensation and Benefit Strategy
The compensation system in the Miami Community Hospital is based on the long-term incentive pay. The equitable compensation for the nurses is related to the aspect of extra paying for the night shifts. Moreover, compensation is closely referred to the employee’s performance as far as financial element is essential to do working responsibilities higher due to increased motivation. Hence, the overall package of compensation and benefits should be included for every employee.
Workforce Diversity extra hours.
The elements of diversity program are providing with sufficient communication among diverse departments and staff. The business case in this situation is devoted to the aspect of how this component reduced the conflicts among employees as far as this measurement helps to communicate in a proper
The evaluation of the HR Department towards hospital is the following. First of all, the main threats are appearance of new competitors in the health care market, health care reform and a significant decrease of reimbursement. Secondly, strengths are mainly related to the aspects of professional medical personal, convenient central location and efficient healthcare quality. Thirdly, the weaknesses are dedicated to the features of old healthcare facilities, a lack of physicians and IT support. Finally, the opportunities are devoted to the features such as successful efficient system, funding for renovation of health care facilities and carry out health care provision. As a result, HR Department …show more content…
Human Resource (HR) Planning
The plan for staffing consists of the following steps. The first one is relates to the implementation of criteria for working performance of the employees, while the second step is mostly devoted to the feature of promoting trainings for the personal. The staffing model consists of the next aspects such as professionalism and motivation of the medical staff (SHRM, 2016).
B. The process of recruitment will be in the following way. First of all, it might be essential to implement the set of criteria which may help to find a specific candidate. Secondly, carrying out in depth interviews during the process of recruitment may help to evaluate the characteristics of the potential candidate (Pynes and Lombardi, 2011).
Selection and Placement
A. The ideal candidate for the job position might have the next characteristics such as working experience, professional background and professionalism. In order to be confident that this candidate is the most appropriate on these working positions the set of criteria which are mainly related to the aspects of professionalism in the medical field might be essential in the process of implementing a new employee. Moreover, one of the legal acts that may regulate this issue is ‘Equal Employment Opportunity Act’ which is also helpful for the process of hiring a new …show more content…
B. The development of the personal will be made due to trainings and programs which may enhance their professional background in the medical domain such as legal knowledge about the medical domain, and programs for increasing their knowledge about medical innovations.
Compensation and Benefit Strategy
The compensation system in the Miami Community Hospital is based on the long-term incentive pay. The equitable compensation for the nurses is related to the aspect of extra paying for the night shifts. Moreover, compensation is closely referred to the employee’s performance as far as financial element is essential to do working responsibilities higher due to increased motivation. Hence, the overall package of compensation and benefits should be included for every employee.
Workforce Diversity extra hours.
The elements of diversity program are providing with sufficient communication among diverse departments and staff. The business case in this situation is devoted to the aspect of how this component reduced the conflicts among employees as far as this measurement helps to communicate in a proper