The purpose of drafting this memorandum is to induct you into your new job and strike out critical areas that are of importance to the organization. First, I will take you through a job description insight, to help you in adjusting to our organization culture, after which I shall make efforts to explain various problems specific to your department, and also the human resources department. Apparently, your primary responsibility will be strategic planning, and coming up with ideas to foster the organization's productivity.in this accord, healthcare system requires constant innovation to deal with various cognitive disorders among patients, and some medical practitioners. Strategic decisions made should conform to the organization’s mission and vision statement, for efficient service delivery (Nel, 2011).
Moreover, as the new healthcare manager in our organization, you should be in a position to replicate the strategies formulated by the previous manager, and integrate them at your discretion, to achieve change, for example, social responsibility has been a major drawback to the previous managers, as they never considered the society as a key stakeholder in the healthcare industry. Thus, social responsibility should be a priority as you engage other medical experts in your department. Additionally, clinical staff needs to be constantly engaged, to improve their efficiency and avoid absenteeism which is redudant challenge in healthcare system. Personnel management does entail not only physical monitoring of individuals but also incorporates instilling morale in the medical staff (Nel, 2011). All members should report to their respective assignments on time, and portray high levels of medical ethics.
Furthermore, it will be your sole responsibility to coordinate your healthcare management department to the human resources department, for timely hiring, and problem-solving among medical personnel. Coordination is the most vital element of managing healthcare services, as healthcare goods and services are rare, and requires careful coordination, as one machine may be assigned to multiple users. Also, coordination is essential to building unity among the various departments. The manager is the overall spokesman for the medical institution, and should be in an advantaged position to bargain for healthcare goods, and also, harmonize functionality of departments by installing morale. By having exemplary coordination techniques, employees in your department will learn through your example.
Lastly, as a healthcare manager, division of labor strategies is important, as it will provide a stepping stone towards specialization, and hence, the organization will achieve good service dissemination, and increase returns. Moreover, as a manager, you can feel obliged to source for external funds to ensure the continuity of our system.
Consequently, it is also important to learn about the various responsibilities bestowed upon the human resources department. The healthcare managing department works hand in hand with the human resources department, especially in hiring, interviewing and job rotation exercises. Recruitment, hiring, and interviews are conducted by the human resources department, but establishing the need for hiring is done in the strategic department (Nel, 2011). Hence, preparedness is good as the human resources department will heavily engage you in our activities. Human resources department is mandated with maintaining labor, which comes with many responsibilities. For instance, employee remuneration, as well as risk exposure is done by the human resources department. Therefore, your department will be used to assess and maintain the job structures formulated for the health center.
Job inductions, orientations and testing of workers are also a responsibility of the human resources department. Human resources manager schedules interviews and inductions, according to standards that are set by line managers of esteemed departments. Healthcare industry is rather complicated, as labor is done on a hire and retain basis, so, determining the best candidate for a job opportunity calls for coordination between all departments in the organization.
Employee appraisal, which entails the establishment of competence levels of clinical officers, doctors, and other medical practitioners, is done by the human resources department. Employees are engaged in performance appraisal test, in which the most competent is promoted.in this regard; it will be appropriate for you to keep monitoring potential candidates to make the performance appraisal exercise easier. Medical officers should also be remunerated in time, to enhance morale, and sense of belonging. The most impervious challenge facing the healthcare institutions is the inability to maintain labor (Nel, 2011). Human resources are crucial in healthcare facilities, as it dictates the speed, accuracy, and effectiveness in diagnosing ailments.
Lastly, the human resources department has a mandatory obligation to maintain and spur the best medical ethics and avoid the cases of scrupulous doctors using the organization’s resources to their detriment. In all the functions and responsibilities of the human resources department, the healthcare managers do all the coordination, and dissemination of information, although job delegation is necessary where the workload becomes unbearable.
Human resources issues in healthcare occur due to conflict of interest between employees, stakeholders and managers (Nel, 2011). In this accord; issues include lack of proper management of human resources. Since the human resources department does not only deal with hiring, but also sacking. Thus, it is in my hope that you find this memo useful in your first day as the healthcare manager. In this effect, I am looking forward to meeting you in person, over the lunch break, to discuss in depth matters vital to your department.
Kind Regards
Human Resources Clerk,
For Human Resources Manager
Reference
Nel, P. S. (2011). Human resources management. Cape Town: Oxford University Press.
