human resource

Topic 1: Chapter 13: “Case Analysis – Competitiveness of Benefits”

Regional Hospital, a 400-bed community hospital, was struggling with recruitment and retention issues. These issues were occurring in spite of area labor statistics that indicated that there was a sufficient supply of skilled healthcare workers to meet their needs.

Regional’s HR director undertook a comprehensive analysis of the recruitment and retention issues with the support of the board and senior management of the hospital. The HR director utilized information from a recent employee satisfaction survey and exit interviews. From those sources she learned the following:

  • Current employees believed that Regional’s benefit program was not competitive in comparison to other hospitals and companies in the area.
  • For the employees who voluntarily re-signed from Regional in the last 12 months, benefit issues were critical. They reported receiving employment offers that included: lower healthcare insurance premiums, employer-paid dental insurance, higher accruals on paid time off, and sign-on bonuses.
  • Regional’s healthcare competitors were aware of Regional’s less-competitive benefits package and would aggressively recruit Regional employees, noting the differences when interviewing Regional employees.

Questions

1. Given the findings from the HR director, what additional benefits plans should be considered by Regional Hospital?

2. What would be the advantages and disadvantages to increasing the competitiveness of the benefits plan at Regional Hospital?

Communication and Mentoring

Assignment Details

  • Reflecting on the focus and content of this course, what is an important challenge facing the management of health care organizations today, and how would you go about addressing it? Explain.

Deliverable Length: 300-words

Due Date:  Fir,6/26/20

crisis management

Counselors As Contributors to Health Care Reform

The training of counselor educators and supervisors provides for instruction in the wellness model, developmental stages of lifetime adjustment, early intervention and prevention, and empowerment of clients. These values seem perfectly matched for the re-focusing of health care on the early stages of care rather than end-of-life care. An example of a health care model that utilizes early identification of mental health issues and has a client-centered approach to care is Intermountain Healthcare’s Mental Health Integration model.

Intermountain’s Mental Health Integration involves licensed mental health professionals working side-by-side with primary care physicians. Together they are administering or reviewing clients’ mental health screening instruments, consulting with physicians on mental health issues, providing same-day brief counseling and psycho-education, recommending referral for chronic and severe patients, and working in a health care team along with other professionals. This model engages community agencies such as the National Alliance for Mental Illness (NAMI) to support patients and families in the treatment process. Studies at Intermountain indicate that the Mental Health Integration model provides higher quality health care at revenue-neutral or reduced costs. The idea is for mental health workers to collaborate across professional fields to increase quality health care.

The Committee on Crossing the Quality Chasm: Adaptation to Mental Health and Addictive Disorders offers the following six aims to achieve high-quality health care:

“The Six Aims of High-Quality Health Care:

  • Safe—avoiding injuries to patients from the care that is intended to help them.
  • Effective—providing services based on scientific knowledge to all who could benefit and refraining from providing services to those not likely to benefit.
  • Patient-centered—providing care that is respectful of and responsive to individual patient preferences, needs, and values and ensuring that patient values guide all clinical decisions.
  • Timely—reducing waits and sometimes harmful delays for both those who receive and those who give care.
  • Efficient—avoiding waste, in particular waste of equipment, supplies, ideas, and energy.
  • Equitable—providing care that does not vary in quality because of personal characteristics such as gender, ethnicity, geographic location, and socioeconomic status”

Source: Institute of Medicine (Eds.). (2006). Improving the quality of health care for mental and substance-use conditions. Washington, DC: The National Academies Press. Retrieved from http://books.nap.edu/openbook.php?record_id=11470&page=57

To prepare for this Discussion:

  • Review the article, “Integration of Mental Health into Primary Health care in Uganda: Opportunities and Challenges.” Consider the challenges to integrating mental health care into primary care and think about strategies for overcoming these challenges.
  • Review the article, “Far West Area Health Service Mental Health Integration Project: Model for Rural Australia,” and think about how mental health care can be improved by using a primary health care model.
  • Review the article, “Reducing Harm Through Quality Improvement.” Consider the challenges and opportunities presented by Intermountain Healthcare’s mental health integration quality improvement program.
  • Think about how you think the implementation of the mental health integration model might affect you personally.

With these thoughts in mind:

Post by Day 4 an explanation of how you think you would be affected personally by the implementation of the mental heath integration model. Be specific, using the model and your situation to illustrate your points.

HUMAN RESOURSE

 

For this assignment, you will demonstrate your understanding of these  metrics by writing a short paper  that addresses the  following questions:

  1. What can each metric demonstrate? What is its importance to HRM and strategic decision-making?
  2. What would be learned from statistics derived from this metric?
  3. Where  might one find (or collect) the raw data for this metric? How would you  implement tracking this metric in an organizational dashboard/balanced  scorecard?
  4. What, if any, potential difficulties might create challenges in tracking this metric?

METRICS:

 Frequency of Accidents  

 Loss or Theft  

 Duration of Work Stoppages  

 Costs Associated with Workers’ Compensation Payments 

 Union Percentage  

odcip 5

PLEASE READ THE ASSIGNMENT CAREFULLY

12,000-15,000 words, not including references and appendices 

You have completed the development of an Organizational Change Action Plan. Your final project should include the following components:

Part 1: Background of the Organizational and its Current Situation

 Introduction

 Overview of the organization.

 Overview of the organization’s industry, environment, and competition.

 Background of the change initiative.

 Review of the failed change effort. 

Potential consequences if effective change is not adopted. 

Part 2: Review of the Literature 

Review of the academic literature of organizational change and development.

 Review of the practitioner literature of organizational change and development.

 Review of the academic literature of decision making and analysis.

 Review of the practitioner literature of decision making and analysis. 

Review of the academic literature of organizational learning.

 Review of the practitioner literature of organizational learning.

 Synthesis of the academic and practitioner literature. 

Part 3: Development of an Organizational Change Action Plan

 Evaluation of the academic and practitioner literature as it applies to the client organization.

 Creation of a detailed outline and implementation of the Action Plan.

 Systems thinking workshops

 Personal mastery workshops.

 Mental models workshops .

Building shared vision workshops.

 Caucuses to develop new change initiative.

 Review of new change initiative.

 Implementation of new change initiative .

Proposed time line and budget .

Part 4: References and Appendices 

Include a proposed implementation time line and a proposed budget that includes compensation for your services.

 Please submit your assignment.

these are discussions not a PAPER

I must have ORIGINAL work; each discussion 1 page with 2 paragraphs with 150 words in each paragraph and 1 up to date reference with each discussion.

1discussion

HR Knowledge 8: Multi-Topic HRSelect and READ one of the following case studies (located in your textbook):CASE 14-2 YOU ARE NOT HURT? GOOD—YOU’RE FIRED! 
CASE 15-1 CEO COMPENSATION: DO THEY DESERVE ROCK STAR PAY? 

Next, analyze the case and provide an overview of key points or discussions. An overview is not a detailed description or regurgitated statements from the case, but instead key points in the case. Then, make 2 recommendations for improvements for any parts of the case (think like an HR leader). Saying that someone should have did this, or what you would have done are not considered improvements.NOTES:One to three small sentence-responses for analyzing the cases are not considered substantive. You may only have no more than two references for your response and each must be appropriately cited in the words. You may not copy and paste any part of another student’s response as part of your response. For this course, you must comment to a minimum of 1 other student’s response…No Exceptions! Although not mandatory, you are strongly encouraged to make your initial post by Wednesday of each week so that you have plenty of time to respond to your classmates. 

2discussion

HR Knowledge 9: Human Resource ManagementThoroughly review the following video:Based on your review, please respond to the following:Specifically focus on the key HR functional areas. Now, select any 3 of the functional areas that would be your first, second, and third choices if you could work in HR. List each by priority and briefly explain why you selected your choices. NOTE: You may not use more than 2 references for your response, and you must comment to a minimum of 1 other student’s response.

this is where you can find the video for discussion 2 and 3

Gregg Learning. (2017, July 24). HR Basis: Employment Laws. Retrieved from https://youtu.be/CJhRXBpXTPI

3 discussion

CONGRATULATIONS!You are ready to wrap up this course en route to future completion of your HRM program here at Strayer University. As your final discussion topic for the course we ask that you complete the following:Review the following video:After a thorough review of the video, what 3 main factors would convince you to take on an HR career. You may choose to come up with your own specific factors just make sure your input is specific and relevant.