MHA-FP5022 Human Capital Management Health Care- Retention processes in HR management

Recommend a 5–7 page HR management plan to senior leadership that addresses both short- and long-term tactics for addressing low employee satisfaction.
Manager and staff roles, as well as legal concerns, procedures, and promotions from within the organization, are all related considerations in the recruitment, selection, and retention processes in HR management. In addition, the nature of compensation systems, the value of job worth, the importance of motivation, and the principles of sound succession planning and promotion need to be considered; all play into management and employee satisfaction.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
o Competency 1: Develop a comprehensive human capital strategy to support an employee-centered health care organization.
• Recommend a plan to address the issue of decreasing employee satisfaction.
• Competency 2: Analyze core functions of human capital management in health care organizations.
• Analyze a human resource function that is central to a plan's success.
• Competency 3: Examine the relationship between the work environment and employee satisfaction.
• Explain ways to effectively evaluate the origins and nature of an employee satisfaction problem.
• Competency 4: Apply professional and personal skills to influence organizational action and build relationships with key stakeholders.
• Research the role of stakeholders in addressing a human resources issue.
• Competency 5: Communicate in a manner that is scholarly, professional, and consistent with expectations for professionals in health care administration.
• Write coherently to support a central idea in an appropriate format with correct grammar, usage, and mechanics.
Questions to Consider
As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.
• What steps should be taken when developing a compensation plan?
• What factors would you consider in the development of this plan?
• Who should be consulted? Why?
• What approach would you take if a female employee complains to you (a supervisor) that she is being paid less than a male who is doing the same work and has the same seniority? What are the legal considerations involved?
• What is an example of an employee-centered approach for conducting a performance appraisal?
• How can managers align performance appraisals with the mission, vision, and values of an organizations?
If you were an executive planning to retire in 12 months and you have identified a successor within your organization:
• What steps could you take to influence the organization and other stakeholders to improve the chances of your designated successor assuming your position?
ADA requires that persons with disabilities have equal access and opportunities in employment, services, facilities, and telecommunications, whether under private or public auspices.
• What types of disabilities covered in the ADA are related to the recruitment, selection, and promotion processes?
• What types of remedies might be employed for each, and how would these remedies meet the requirements outlined in the ADA?
Resources
Suggested Resources
The resources provided here are optional and support the assessment. They provide helpful information about the topics. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The MHA Program Library Guide can help direct your research, and the Supplemental Resources and Research Resources, both linked from the navigation menu in your courseroom, provide additional resources to help support you.
Employee Satisfaction
This article examines the generational topic and provides advice concerning a variety of changes that leaders may implement to advance their organization's ability to attract and to retain the millennials:
• Cahill, T., & Sedrak, M. (2012). Leading a multigenerational workforce: Strategies for attracting and retaining millennials. Frontiers of Health Services Management, 29(1), 3–15.
This article explores some of the challenges managers face while managing and valuing diversity:
• Ewoh, A. I. E. (2013). Managing and valuing diversity: Challenges to public managers in the 21st century. Public Personnel Management, 42(2), 107–122.
Employee Satisfaction and the Role of HR
This study examines the impact of HR practices on employees' satisfaction and performance:
• Sattar, T., Ahmad, K., & Hassan, S. M. (2015). Role of human resource practices in employee performance and job satisfaction with mediating effect of employee engagement [PDF]. Pakistan Economic and Social Review, 53(1), 81–96.
Evaluating Core Issues in Employee Satisfaction
This article examines the role of supervisors, job satisfaction, and employee turnover:
• Mathieu, C., Fabi, B., Lacoursière, R., & Raymond, L. (2016). The role of supervisory behavior, job satisfaction and organizational commitment on employee turnover. Journal of Management and Organization, 22(1), 113–129.
This study suggests that working condition, organizational policy and strategies, promotion, job stress and compensation package are key factors of job satisfaction:
• Pandey, P., & Asthana, P. K. (2017). An empirical study of factors influencing job satisfaction. Indian Journal of Commerce and Management Studies, 8(3), 96–105.
This article examines employee perceptions and satisfaction throughout a hospital design, construction, and activation process:
• Slosberg, M., Nejati, A., Evans, J., & Nanda, U. (2018). Transitioning to a new facility: The crucial role of employee engagement. Journal of Healthcare Management, 63(1), 63–77.
Suggested Resources for Further Exploration
Review the following:
• Fallon, L. F., Jr., & McConnell, C. R. (2014). Human resource management in health care: Principles and practices (2nd ed.). Burlington, MA: Jones & Bartlett Learning.
• Chapter 5, "The Manager-Employee Relationship," pages 95–114.
• Chapter 9, "Performance Appraisals," pages 161–188.
• ADA.gov. (n.d.). Retrieved from https://www.ada.gov/index.html
• Job Accommodation Network. (2020).Retrieved from https://askjan.org/index.cfm
Research Resources
Review the following:
• Health Administration Masters Research Guide.
• Assessment Instructions
Preparation
Use the Capella library and professional or academic resources on the Internet to research tactics and strategies for addressing low employee satisfaction.
Scenario
Pretend you are an HR manager in a healthcare organization, and it has come to your attention from a variety of sources that morale and employee satisfaction are on the decline in one of your company's organizational units. Employees have been working 50 percent longer shifts for several months to address an increase in patient demand, and you suspect it is beginning to take its toll. You are considering the issue and how to address it.
Deliverable
Complete the following two parts of this assessment based on your research and understanding of methods for addressing the scenario described above.
Part 1: Problem Identification
Suggest and support three ways in which you would determine the nature and extent of the problem and its source. What indicators would you examine?
Part 2: Management Plan
For the purposes of this assessment, assume that it has been determined that the dip in employee satisfaction is indeed due to long hours, uneven scheduling practices, and no clear end in sight.
Recommend an employee-centered plan that aligns the needs of the organization with management strategies that address the issue (based on your stated assumptions regarding the specific nature of the problem). In your plan:
• Explain which core HR function is the most critical to the success of your plan.
• Identify the key stakeholders related to this issue, citing relevant sources to support your choice.
• Discuss the role and contribution of stakeholders in determining the nature of the issue and developing a plan for its resolution.
• Discuss how you would incorporate these stakeholders into your plan. For example, discuss who should be included in the development of the plan, such as nurses, doctors, as well as interested community members.
• Include short-term tactics to address the acute aspects of the problem.
• Include long-term strategy to permanently address the problem.
Additional Requirements
Your assessment should meet the following requirements:
• Written communication: Your assessment artifacts should be professionally written in a form and style appropriate for the various stakeholders. Consider the purpose of the document, its intended use, and the setting in which your plan will be presented.
• APA format: Resources and citations are formatted according to APA style and formatting standards.
• Number of resources: Include a minimum of five resources.
• Page length: 5–7 pages.
• Font and font size: Times New Roman, 12 point.