Lesson 4: Overview for Human Resources Management
Lesson 5: Orientation and Training
Lesson 6: Turnover and Retention
Abstract
This document contains three units discussing Lesson 4: Overview for Human Resources Management; Lesson 5: Orientation and Training and Lesson 6: Turnover and Retention. Each section discuses an aspect of Nursing Home Administration.
Lesson 4: Overview for Human Resources Management
1. Define the following terms, illustrating each definition with at least one example.
a. Interview technique refers to a strategy the interviewee adapts in probing clues from respondents being if they appear to be shy. One such clue is asking how comfortable they are responding the question and reassuring him/her that there is never no right no wrong response.
b. Recruitment Practices are polices an organization adopts during a recruitment process. One such policy is advertising for the position allowing the public to view the vacancy and eligible applicants afforded an opportunity to apply.
c. Shift Differential means compensating staff for hours worked out side of the regular shift. An example of this if the normal shift is 7 am- 3pm; when staff works beyond those hours a shift differences pays for the extra hours.
d. Social Rewards are incentives given to employees for exceptional services in the organizations. Some organizations adopt a program whereby certain criteria are established to measure exceptional performance within a given period. Once the employee meets those criteria the incentive is awarded.
e. Personnel records are documents pertaining to an employee’s job title and list of duties. Usually they are private and confidential material only perused by personnel officers in the human resource management department.
f. MBWA is the abbreviation for management by wandering around or management by walking around (MBWA). This is a management strategy whereby managers walk the floor subtly observing employees conduct on the job or scrutinizing the use of equipment
g. Pre-Employment test is an aptitude evaluation of a prospective employee’s ability to follow basic instructions apart from assessing his/her interpersonal relationship skills.
h. Attitude Training refers to modifying the demeanor through orientation of a new hired employee’s to coincide with the organization’s goals and objectives.
2. Develop a short outline for your organization’s “new hire” procedures. Include what you feel are “best practices” procedures.
My organization adheres to the ten commandments of ‘new hire, which are considered best practice procedures.’ They encompass:
- Orienting employees to the goals, objectives and policies of the organization. During this process it is important to be honest. While human resource would want to retain employees they must understand the limitations and privileges at this time. This begins during the first week of hire and ends in the second week.
- Secondly employees are given a written plan of their responsibilities and expectation of management regarding their performance on the job.
- During these two initial encounters management gives new employees undivided attention because it is important during this orientation phase that they express concerns. Management could use these concerns to modify polices or anticipate how long they will remain on the job.
- All administrative forms such as direct deposits; benefits and employment confirmation are signed by new hire and retuned to management.
- New staff is introduced to continuing ones. At the same time supervisors of new staff are given the new hire resume for updates.
- Prepare new employees work station with charts; organizational chart; desks; pens paper and items specific to the execution of his/her duties.
- Further a biweekly one on one time is spent with the new employee for the first three months. This is designed to maintain contact as well as monitor how well he/she is adjusting to the new environment.
- The first day schedule is usually tiring while enjoyable since most new employees are anxious to be on the new job. As such, management tries to create welcoming an atmosphere by varying the schedule.
- During these first few months to avoid any confusion or embarrassment on the part of the ‘new hire’ human resources during the one on one encounters clarify the organization’s culture one again with the new employee.
- Finally after 90 days a feedback request is made of each new employee and human resource management uses these evaluations to either modify the ‘new hire’ on boarding experience or leave it as it is.
Lesson 5: Orientation and Training
- Develop an outline including who would be
Oriented, how and by whom it would be conducted, and what it would cover.
Orientation Program Schedule
Lesson 6: Turnover and Retention
- Write a solid paragraph or two describing your overall philosophy.
My philosophy regarding high turnover, excessive overtime usage, use of outside contract labor, staffing shortages, and staff discontent, is the administration in some way is failing to meet the human resource needs of the organization. Therefore, a strategy of negotiation and consultation with employees should be established. Within these strategies employees will be given an opportunity to void concerns, which will be clarified and compromises met to resolve them.
- Then develop a bulleted outline of what your action plan will include.
- Conduct a survey among present staff to identify possible reasons
- Assemble and analyse data retrieve from the research.
- Arrange a meeting with the Medical director and Director of Nurses to discuss results of the survey
- Organize a one on one interview ‘with ‘new hires’ to ascertain their opinions about the organization and their roles.
- Invite a subject matter specialist (SMS) to assist with suggestions towards a resolution
3. Complete the following statements:
a. The process by which administration evaluates the work of its staff members is the _______appraisal___________________.
b. The federal agency whose job is to prevent unlawful discrimination in employment is the ________Fair Employment Practices Agency (FEPA)____________________________.
c. The percentage of a nursing facility’s employees who must sign union cards for the National Labor Relations Board in order to require an election is _over 50%______.
d. The minimum wage is mandated by the Wage and Hour Division of the ________$7.25 an hour____________.
e. An employee salary plan where pay increases depend on job performance is a _____________incremental_______
f. Your facility has a total of 220 positions available. In 2009, 39 employees quit, 7 were terminated, and 2 retired. The turnover rate for 2009 in your facility was approximately 20%
References
Townsend, J., & Davis, E (2003). Principles of Health Care Administration. Publicare
