HCS 325 Week 1 Individual Roles and Functions Paper

HCS 325 Week 1 Individual Roles and Functions Paper

HCS 325 Week 1 Individual Roles and Functions Paper

Prepare a 350 – 700 word  paper based on your readings for this week describing “your” definition of the role and application of management functions used by today’s health care managers. Consider the following:

o   What is the most important role or function for a health care manager?

o   What is the most significant aspect related to health care management that you want to gain by taking this class?

A Sample Answer For the Assignment: HCS 325 Week 1 Individual Roles and Functions Paper

Health organizations operate in highly complex and dynamic environments. Health organizations constantly face challenges such as intense competition and changes in the healthcare needs of their populations. This implies that organizations must be adaptive and strive to embrace interventions that address actual and potential needs in their markets. Organizational leadership can leverage existing resources such as the skilled workforce to achieve the set missions and visions. Therefore, this essay examines organizational and my personal development plan as a nurse leader.

Acquiring Human Capital

The acquisition of the right human capital is crucial for organizational success. Organizations adopt robust approaches to the acquisition of human capital to not only ensure improved performance but also achieve their desired efficiency through enhanced staff retention. The practice site uses the contract-to-hire method to acquire its human resources. The contract-to-hire is an approach to talent acquisition where the organization hires employees temporarily and then converts their terms into permanent or full-time terms after a period.

This method enables the organization to hire best-fit employees to drive the desired excellence in service provision(Mitosis et al., 2021). Rigorous, intensive, and systematic methods are used in the organization’s contract-to-hire approach to acquiring staff. For instance, the staff has to undergo three interviews with different leaders and managers to determine their suitability for the organization. The disadvantage of this approach has been that too much time is spent in the hiring process. In addition, potential candidates shy away from the organization because of the initial contract terms, which might be unfavorable.

Developing Human Capital

Health organizations achieve excellence in service delivery by focusing on developing their human capital. The practice site utilizes strategies such as training, and education, and offers benefits to employees to promote their competency development. Training and education also promote job satisfaction, which in turn lowers staff turnover rates.

A motivated workforce is crucial for the delivery of patient-centered care that improves other outcomes such as patient satisfaction with care and minimal errors in the care process(Mlambo et al., 2021). Despite the benefits, the strategies used by the organization are unsustainable. For example, it has been inconsistent in providing employees with training and educational opportunities. The strategies are also expansive to sustain.

Training Human Capital

Training is an essential component for excellence in health organizations. Training ensures the

employees remain updated with current issues that affect their practice. The training also contributes to employee job satisfaction and the potential for increased retention. The practice strives to provide regular training opportunities to its staff. The training focuses on topics such as safety, continuous quality improvement, delivery of patient-centered care, and translating evidence into practice(Mlambo et al., 2021). Despite the benefits, training has its disadvantages such as being expensive for the organization to organize regular training.

Leveraging Human Capital

Organizations adopt systems that would help them to understand their employees better and adopt effective strategies to address their needs as a strategy to improve performance. The practice site uses performance appraisal and management to understand the employees’ needs.

It undertakes performance appraisals half-yearly and uses the results to make decisions such as promoting the employees and introducing training and educational opportunities to address the identified gaps(Collins, 2021). The methods used by the organization promote continuous quality improvement. However, performance appraisal systems used may not identify the unique talents that each employee has.

Focusing on the Employee’s Current Strengths to Improve Performance Outcomes

Health organizations must understand the importance of focusing on their employees’ strengths and talents to improve performance. Employees perform optimally if they use their knowledge, skills, and experience to perform the things they like doing. One of how organizations can achieve this objective is by encouraging teamwork. Employees can utilize their strengths for improved outcomes by working in teams. Teamwork would help them learn about each other’s strengths and how to use them to improve outcomes. The other strategy is to assign employees tasks based on their strengths.

This strategy will align the employees’ expectations, attitudes, knowledge, and experience with the task, which improves success outcomes. Organizations should also incorporate employee strengths into performance reviews and conversations to increase employee awareness and encourage further competency development(Hughes et al., 2021). Lastly, managers and leaders should positively acknowledge the employee’s strengths and help them explore how to use them for enhanced performance and outcomes.

Plans for Developing and Integrating HR Specialist Position

The organization should develop and integrate the position of an HR specialist to enhance its outcomes. In doing so, it should begin by determining the future HR needs. Identifying future HR needs will support the organization’s focus on prioritizing HR specialist roles. It will also guide the adoption of responsive strategies when making human resources-related decisions. The second approach is considering the current HR capabilities.

The organizational stakeholders should seek answers to questions that relate to the organization’s future, performance against benchmarks, strengths, and weaknesses, and risks to support the need for HR specialists. Based on the data obtained in the above steps, the organizational stakeholders should identify the gaps in the current and future HR capabilities(Stewart & Brown, 2019). This should inform the need for an HR specialist as well as its prioritization. The plan can then be shared with stakeholders for implementation.

Promoting the Christian Worldview Principles

The Christian worldview principles form part of the decisions and actions in any organization. The principles act as driving forces for rationality, mortality, and ethics of the decisions that organizations make. The integration of an HR specialist in the organization will introduce new personnel who will enforce faithful thinking in any organizational endeavor.

The HR specialist will also challenge the existing status quo in HR practices, which would transform organizational systems and processes. In addition, by integrating a new HR role and involving other stakeholders in the process, a new culture characterized by active stakeholder participation is created(Nicolaides, 2020). This makes the employees understand the importance of diversity, fairness, and equity in undertaking organizational activities, hence, the promotion of the Christian worldview principles.

Recommendations for Organizational Leadership

One of the recommendations to the organizational leadership is to focus on talent in their human resources acquisition, development, and leveraging resources. Leaders should aim at linking talent to value for them to drive the desired organizational excellence. In this case, they should shift from the traditional approach to managing human resources where roles and talent are separated. The focus should be on hiring the most talented people to undertake specific tasks in the organization that align with their talents for optimum outcomes.

The other recommendation is to ensure that the organization offers employees the best experiences possible. Employees perform optimally when their organizations provide opportunities that align with their expectations. Authentic, motivating experiences strengthenthe employees’ performance, and dedication to excellence, and eliminate adverse outcomes. Organizational leadership should also aim at strengthening employee capacity to change when developing human resources.

The existing human resources should be able to embrace new changes that would enhance performance and organizational adaptability to unforeseen events(Stewart & Brown, 2019). Lastly, the leadership should explore new HR models that can enable them to acquire the best talent there is in the market for their organizations.

Applying what has Been Learnt and Elements of My Personal Development Plan

I will apply the knowledge gained from this course to my organization. First, I will advocate the use of best practices in human resource acquisition, development, and leveraging resources. I will emphasize the need to focus on talent in human resource acquisition and align it with the organization’s needs. I will also advocate the creation of an enabling organizational culture(Stewart & Brown, 2019). The culture should support the use of best practices such as stakeholder participation, open communication, and transparency in undertaking organizational activities.

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My personal development plan will comprise some elements. One of them is vision. A vision statement will communicate what I intend to become in the future. The other element is strategy. The strategies will encompass the things that I need to do to achieve my desired future. The other element is measures of performance.

This will include the benchmarks that I will use to evaluate if I am achieving my vision or not(Stewart & Brown, 2019). The other element is reflection, which will entail the routines that I will engage in to identify my strengths, weaknesses, and opportunities for continuous improvement.

Conclusion

The success of health organizations depends on the systems and approaches adopted in human resources acquisition, development, and leveraging resources. Leaders should be open to new approaches to employee acquisition, development, and leveraging on human resources. The position of HR specialist should be integrated into the organization. I will apply the lessons learned in the course in my professional practice.

References

Collins, C. J. (2021). Expanding the resource based view model of strategic human resource management. The International Journal of Human Resource Management, 32(2), 331–358. https://doi.org/10.1080/09585192.2019.1711442

Hughes, V., Cologer, S., Swoboda, S., & Rushton, C. (2021). Strengthening internal resources to promote resilience among prelicensure nursing students. Journal of Professional Nursing, 37(4), 777–783. https://doi.org/10.1016/j.profnurs.2021.05.008

Mitosis, K. D., Lamnisos, D., & Talias, M. A. (2021). Talent Management in Healthcare: A Systematic Qualitative Review. Sustainability, 13(8), Article 8. https://doi.org/10.3390/su13084469

Mlambo, M., Silén, C., & McGrath, C. (2021). Lifelong learning and nurses’ continuing professional development, a metasynthesis of the literature. BMC Nursing, 20(1), 62. https://doi.org/10.1186/s12912-021-00579-2

Nicolaides, A. (2020). Contemplating Christian ethics and spirituality for sound leadership in organisations. Pharos Journal of Theology, 101. https://www.pharosjot.com/uploads/7/1/6/3/7163688/article_37_vol_101__2020___unisa.pdf

Stewart, G. L., & Brown, K. G. (2019). Human Resource Management. John Wiley & Sons.