response only

how much?

 1) What are the goals of employee selection? According to Youssef 2015, standard selection methods organizations use to gain information about and narrow down potential candidates are resumes, application forms, testing interviews, reference checks, honesty tests, medical exams, and drug screening (Youssef,2015,5.3,1).

Compare and contrast two selection methods and how these selection methods impact the achievement of organizational objectives? Honesty test, medical exams, and drug screening compare to test like aptitude test, cognitive test, and physical ability. All of these tests are forms of reviews that help in the selection method. Another thing that is similar between the different test are the times they are a screen for their capabilities. The process is usually after the screening of applications and resumes. The contrast between the trial is its objective. An aptitude refers to how quickly or easily one will be able to learn in the future (Carter,2007) Youssef,5.3,3). A physical test is for the jobs that require physical labor and mitigating injuries related to certain job activities (Youssef, 2015,5.3,4). The cognitive ability test assesses the mental ability of the applicant. There are other tests such as honesty test, medical exams, and drug screening that ensure employees are capable, and physical status of employment. The resume and application methods are the first steps which narrow down the prospected candidates. The next step testing aptitude and physical candidates to a few. Step three would be interviewing for evaluation of communication, interpersonal, and technical skills. Reference checks provide a reliable reference but can be misleading. Then the final step, consist of drug screening, honesty test, and medical exams which help to make sure of capabilities and responsibilities of being a qualified employee.

 

2) The goals of selecting a employee has to use good judge of character based off of work history and work ethic. Youssef uses many tones and words in his writting about reliability and validity. Most jobs commonly use the resume approach to find out about the worker, when in fact the interview process gets to know a individual better. Their are some flaws in the resume process in my opinion. It’s said that most management look at a work history as a way to understand a worker. A history pattern is will be found. How often does the employee change jobs? What are their skills? Their is positives and negatives when just looking at a resume. When management teams talk to people it’s should not be during a phone conversation. It should be a conversation face to for more clarity ,which is needed to prove reliability and valid truth to their work habits. This is considered as the next level. 

These two selection methods impact the achievement of organizational objectives. Their are levels to finding out the character of a upcoming worker. 

 

3) Consider the cost of benefits in major organizations. Costs involved to provide substantial ongoing incentives to deserving employees can certainly deem expensive, yet ultimately rewarding to both the company and the worker. Albeit, to subdue costs, companies take the immoral road by opening up sweatshops in other countries to produce their merchandise. Youssef states, “many employers look for waysto minimize payroll costs through outsourcing jobs or setting up low-cost factories in lower-wage countries” (Youssef, 2015, ch. 8.5, para. 3). Choosing this illogical route enables employers to avoid paying benefits, rendering the workers unable to afford healthcare or even mere basic living needs, whilst also diminishing their human rights. The slightest thought of this even being possible in todays era sickens me. 

What impact do benefit offerings have on marketplace competitiveness and the ability to attract and keep quality employees? In retrospect, benefit packages have always played an inordinate role in job selection. Most job seekers favor jobs which offer prodigious incentives. Per our text, “To hire great people, only ‘market rate’ matters, and if you are weighted down with any other considerationsunrelated to ‘market rate’, you are giving an artificial and unfair advantage to your competition (Youssef, 2015, ch. 8.2, para. 1). This is an extremely strong and precise quote. If an employer cannot offer apotential employee an appropriate benefit package based on the applicants exceptional experience, then said individual should search for an organization which would.  

Do you think pay is the primary motivating factor for most job applicants and existing employees? Personally, yes. The targeted reason for working is to maintain your household,  lifestyle, and provide food and essentials to live. Maslow’s theory states a regular paycheck is motivating because it can help fulfill physiological and safety needs; Physiological needs include hunger and thirst; Safety needsinclude the need for shelter and clothing” (Youssef, 2015, ch. 8.1, para. 3). Oppositely, there are certain percentage in the world, mainly retirees, who work to cure boredom, they even volunteer their services to fill that void. But overall, we work because we have to, plain and simple! 

In addition, when it comes to how employees perform depending on pay. Adam’s equity theory is based on whether equity or inequity plays a major role in motivational processes (Youssef, 2015). Equity refers to the way an employee preserves her/his behavior at work if they are treated fairly. Inequity refers to an employee’s dissatisfaction or negative results stemmed from not being treated equally.Meaning, if a person is not receiving full compensation in all aspects for their hours worked, it shows via their work performance. 

In conclusion, taking Vroom’s theory into account, when people are motivated through praise and incentives, they perform better unquestionably. If employers are ignoring their employees needs and are not recognizing their contributions, then yes their equity will change for the worst, and I think that applies in any situation. I wholly concur with Vroom’s theoryMotivation does in fact = Expectancy × Instrumentality × Valance (Youssef, 2015, ch. 8.1). 

 

Needs Assessment Report

MGT-445-2947-Corporate Training & Devel.-06/2016
Assignment : Week 2 – Needs Assessment Report
Category :  
Due Date : Mon, Jun 14, 2016 11:55 PM MST
Detail :
  • Select a position at your current or previous place of employment, or any position in a specific organization for which you have basic knowledge (e.g., customer service representative, electrical engineer, legal aide, etc.). Your selected company must be a medium- or large-sized company, and the position should be one in which there are a minimum of two job incumbents.
  • Create a needs assessment report of approximately 750 words that includes the following:
    • A description of the data collection methods and sources you used to identify any performance, knowledge, skills, or ability gaps in your selected group of job incumbents.
    • A summary of the findings from the needs assessment, including any insights gained from performing organizational, task, and/or person analyses.
    •  A description of the specific performance, knowledge, skills, or ability deficits for which you will develop a training or learning intervention.
  • Format your paper using the West Writing Style Handbook guidelines.
  • Include a minimum of one source, which may consist of readings from the University Library, your text, and other selections.
  • Submit your work as a Microsoft Word attachment.

Script Assignment

 

SCRIP Assessment Instructions

 

1.      Social Responsibility Essay (150–200 words)

 

a.       Discuss the social responsibility of yourself as an educator.

 

 

 

2.      Decision Making Essay (Commitment/Work Ethic) (150–200 words)

 

a.       Analyze and delineate the decision-making processes as well as your writing plan for your educational philosophy paper (i.e. how much research did you complete, how did you determine what beliefs/theories to include, how much time did you allow yourself to write your paper, etc.).

 

 

 

3.      Reflection Essay (150–200 words)

 

a.       Reflect on the key aspects of educational philosophy discussed throughout this course.

 

 

 

4.      Professional Integrity Competence and Integrity Essay (150–200 words)

 

a.       Identify and discuss key standards of integrity and competence as an educator.

 

 

 

5.      Personal Professional Development Plan of Action (Professionalism)

 

a.       In outline or paragraph format, identify a personal leadership plan that includes participation in a variety of educational forums and organizations.

 

 

 

Title page and any sources are not included in your total word count. All 5 components must be answered with headings separating each of the 5 components. Include a title page and format according to current APA style.

 

 

 

Assignment Intervention Plan

Week 7 Assignment Intervention Plan

 

*       Assume you are director at a 3-week camp for obese children between the ages of 6 and 16. You must develop an intervention plan that can be implemented at the camp in order to reduce the children’s weight.

*       Write a paper of approximately 750 words that covers the following elements:

o    Apply motivational theories and techniques in your intervention(s).

o     Incorporate at least two components (e.g., diet, exercise, group sessions, etc.) into your plan. Each component must include at least one reference from the textbook or other scholarly source.

o    Apply at least two of the following concepts when writing your plan:

§  Internal motives and external events

§  The brain’s role in motivation

§  Physiological aspects of weight-loss motivation

§  Intrinsic and extrinsic motivation

§  Psychological, social, and other needs of the participants

§  Self-concept

§  Self-regulatory skills

§  Goal setting and goal striving

§  Emotional aspects

§  Unconscious aspects

§  Positive psychology

Include a minimum of four sources, which may consist of readings from the University Library, your text, and other selections. 

 

Grading Criteria

Total % available

Student Score

Comments

Content: Intervention Plan

 

 

 

 

Student applied motivational theories and techniques in the specified intervention

24%

 

 

Student included 2 components (such as exercise, diet, group sessions, etc.) and supported the components with references from the textbook and/or other scholarly sources

34%

 

 

Student included 2 specific concepts from the list provided in the assignment details within the plan in detail

34%

 

 

Assignment Organization

 

 

 

The writing is exceptionally clear. Main ideas include strong supporting material.  Clear sentence structure, no incomplete sentences.  The writing reflects the writer’s specific purpose and intent.  The introduction clearly conveys the topic and grabs the reader’s attention.  Paragraphs easily flow with subtle transitions.  Conclusion effectively review major points.

 

4%

 

 

Assignment Mechanics

 

 

 

 

The paper follows West Writing guidelines, and in-text and reference page citations are correct.  Only sources include in paper on the reference page.  All outside sources are given credit with proper in text citations and a reference page.  Rules of grammar, usage, and punctuation are followed.  Spelling is correct. 

 

4%

 

 

Late Penalty (-20% per day)

Late assignments taken up to 2 days late

 

 

 

Student did not meet word requirement

 

 

 

Total

100%

 

 

Student’s Score in Points

71.82

 

 

 

 

week 4 Case Scenario: Big Time Toymaker

Theory to Practice

 

Big Time Toymaker (BTT) develops, manufactures, and distributes board games and other toys to the United States, Mexico, and Canada. Chou is the inventor of a new strategy game he named Strat. BTT was interested in distributing Strat and entered into an agreement with Chou whereby BTT paid him $25,000 in exchange for exclusive negotiation rights for a 90-day period. The exclusive negotiation agreement stipulated that no distribution contract existed unless it was in writing. Just three days before the expiration of the 90-day period, the parties reached an oral distribution agreement at a meeting. Chou offered to draft the contract that would memorialize their agreement. Before Chou drafted the agreement, a BTT manager sent Chou an e-mail with the subject line “Strat Deal” that repeated the key terms of the distribution agreement including price, time frames, and obligations of both parties. Although the e-mail never used the word contract, it stated that all of the terms had been agreed upon. Chou believed that this e-mail was meant to replace the earlier notion that he should draft a contract, and one month passed. BTT then sent Chou a fax requesting that he send a draft for a distribution agreement contract. Despite the fact that Chou did so immediately after receiving the BTT fax, several more months passed without response from BTT. BTT had a change in management and informed Chou they were not interested in distributing Strat.

 

At what point, if ever, did the parties have a contract?

 

 

 

What facts may weigh in favor of or against Chou in terms of the parties’ objective intent to contract?

 

 

Does the fact that the parties were communicating by e-mail have any impact on your analysis in Questions 1 and 2 (above)?

 

 

What role does the statute of frauds play in this contract?

 

Could BTT avoid this contract under the doctrine of mistake?

 

Explain. Would either party have any other defenses that would allow the contract to be avoided?

 

 

Assuming, arguendo, that this e-mail does constitute an agreement, what consideration supports this agreement?

Assignment 1: External and Internal Factors

Assignment 1: External and Internal Factors

International teams can be difficult to coordinate. In order to successfully utilize international teams of employees, managers must consider variables that include everything from technical challenges, such as communication methods and time differences to complex issues such as communication style, language barriers, and cultural differences.

Imagine you work for a US-based firm and are partnering with a team of workers stationed in a progressive Middle Eastern country. The team’s purpose is to develop a modern marketing campaign for a financial services customer. Their goals include completing the campaign design on time, satisfying the customer, and integrating the expertise represented by employees in each country to deliver a quality product to the client. The team is on a strict deadline and reputations and bonuses are at stake.

In this country, there is very little separation between a workers religious beliefs, family, and work. Your team is on a strict deadline, and bonuses are at stake. The local employees take a midday break for two hours for prayers every day. Friday is a religious holiday, which begins at sundown on Thursday and continues through Friday. Saturday is considered a regular day off and they do work on Sunday. The project is due on Monday morning, and the other employees are resentful for having to work overtime.

 examine the key mechanisms of global integration and their implications for an organization and its HRM practices. Do the following:

  • List the company’s precise goals and objectives in relation to this project. (You may make assumptions based on the general goals stated for the team.)
  • Identify internal (organizational) and external factors impacting each goal or objective.

Organize your analysis in a matrix as follows:

Goals / Objectives Internal Factors External Factors
1.    
2.    
3.    
4.    

Present the matrix in a 3-5-page paper in Word format. Apply APA standards to citation of sources and support your ideas using current research and references to best practices. Use the following file naming convention: LastnameFirstInitial_M1_A3.doc. For example, if your name is John Smith, your document will be named SmithJ_M1_A3.doc., deliver your assignment to the M1: Assignment 3 Dropbox.

Assignment 1 Grading Criteria
Maximum Points
Identified relevant internal and external factors for each goal and objective based on analysis of scenario information.
52
Supported statements and recommendations using a variety of scholarly references.
32
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate representation and attribution of sources; displayed accurate spelling, grammar, and punctuation.
16
Total:
100

 

Hrm 546 wk 2 Human Resource Dilemmas, Timothy Reverson, in Ch. 6 of Employment Law.

Resource: Human Resource Dilemmas, Timothy Reverson, in Ch. 6 of Employment Law.

Research legal cases on employment discrimination and alternative dispute resolution using online law libraries of your choice.

Write a 700- to 1,050-word paper, written in the third person voice, and address the following questions:

  • How would you characterize the employment practices in this case scenario? Was it legal and ethical for the company to terminate Timothy Reverson over his pay raise argument?
  • What elements of law are important for Timothy Reverson to consider in advancing his case?
  • What elements of law are important for the company to consider in defending its position, including that of forced arbitration?
  • Evaluate the actions of the company in this situation. What could have the company done to prevent the situation and what more could the company do to ensure that this type of situation would not occur in the future?
  • What are the broader implications of this situation for the company? What consequences can occur to the company?
  • What resolution to this situation might a Human Resource Director suggest other than forced arbitration and the company lawyer’s motion to dismiss?

Include justification for your responses by citing a minimum of two laws and a minimum of two legal cases in your discussion.

Relate the legal cases you select to the issues presented in the case scenario.

Consider issues such as corporate culture, progressive discipline, other types of alternative dispute resolution, company brand and reputation, and any strategic steps that should be addressed in your responses.

Format your paper consistent with APA guidelines,

Use a minimum of two in-text citation sources within the paper, in addition to the two laws and two legal cases required above, and identify them in your APA correctly formatted References page.

answer the following questions (200-300 words)

After reading/watching the attachments, share your views on the following question:

  • If you were considering an international assignment, which of the expatriate selection criteria would be of greatest 

 

 

 

 Answer Only (200-300 Words)

 

ATTACHMENTS:

 

1. First article:

Expatriate Selection Criteria

The demand for expatriate employees is growing rapidly. Companies, repeatedly report that one of their top strategies is to “deploy” more staff on international assignments.” Selecting someone for an international assignment depends on a variety of different employment factors, including the extent of contact the business will have with local citizens and the government and the degree to which the foreign environment differs from the home environment. The magnitude of differences between the political, legal, socioeconomic, and cultural systems of the host country and those of the home country should also be assessed. Even companies that believe they have selected the best candidates frequently experience high expatriate failure rates. Poor cultural fit is a major reason why assignments fail. A lack of expatriate support from headquarters is another major cause. Yet another big factor is a spouse’s inability to adjust to his or her new surroundings. Today, more companies are preparing families by offering them cultural and language training.

 

 

2. Second article:

Strong HR Leads to Better Business Performance Worldwide

By Roy Maurer 12/19/2014 Permissions

Companies with strong people management capabilities such as talent and leadership management and HR strategy and data­driven insights show significantly better finan­cial performance than companies that are weaker in those areas, according to a new report released by the Boston Consulting Group (BCG) and the World Federation of People Management Associations (WFPMA).

The report titled How to Set Up Great HR Functions: Connect, Prioritize, Impact is the latest in BCG’s annual Creating People Advantage series, which explores emerging trends in HR.

In this year’s survey, 3,507 respondents from 101 countries participated, representing a variety of industries. In addition, 64 HR and non­HR executives at leading companies around the world were interviewed.

The Society for Human Resource Management (SHRM) collaborated with BCG and WFPMA on data collection efforts in the U.S., China and India. In the U.S., 319 SHRM members completed the survey. In China, SHRM collected 71 responses. SHRM India worked with the National HRD Network in India to collect 112 responses.

“As part of SHRM’s ongoing involvement and commitment to the WFPMA, we’ve participated in the survey every two years in an effort to generate data worldwide, and this year we were able to assist in getting more countries into the mix,” said Howard Wallack, SHRM­SCP, vice president for global business development at SHRM. “The biannual results consistently show that there are more commonalities of HR and business challenges across regions that unite the global HR community than divide it—those being leadership, talent management, behavior and culture, HR and people strategy, and employee engagement,” he said.

Top Companies Master HR

The report’s authors segregated the top 100 and bottom 100 companies according to financial performance, as measured by average operating margins and average revenue changes during 2012­ 2013. “We found that companies that are stronger in people management have a correspondingly higher financial performance. In contrast, companies with the worst financial per­formance show a greater need for action across virtually all 27 HR subtopics,” the report said.

The authors also looked at the financial performances of Fortune magazine’s “Best Companies to Work For” in 2014, and compared them with the S&P 500 Index. The 100 best companies—those with the strongest HR performance—outperformed the index by nearly 100 percentage points.

That finding, in addition to the survey results, led BCG to conclude that “great HR functions are critical differentiators that separate high­performing companies from the rest.”

Best­in­class HR functions were found to be set apart by an ability to connect with internal clients in order to link overall business strategy with HR strategy; being able to target investment toward the most urgent organizational priorities; and the ability to generate and report HR analytics, which provide the data for formulating strategic actions.

The areas of greatest difference between high performing and low­performing companies were found in HR internationalization, employee engagement, career models and competencies, and behavior and culture. High and low­performing companies also have different priorities in terms of future ­importance, with global HR, workforce analytics, recruiting strategy, and career models and competencies significantly more important to high performers than low per­formers.

“The report shows that while respondents consistently rated ‘HR internationalization’ of low future importance and generally low capability, it’s the single item showing the greatest capability gap between low performing and high­performing companies,” said Wallack. “To me that signals that HR practitioners, particularly in lower performing companies, still seriously underestimate the importance and effects of globalization for growth and strong financial performance.”

Strategic investment is one possible explanation for the superior HR achievement of high performers, according to the report. According to the results, high performing companies are “more strategic in the way they allocate their efforts; they take a systematic approach to improving capabilities; they are able to accurately distinguish high­priority topics from lower priorities; and they can then direct their resources accordingly.”

Low performers, by contrast, “have a more arbitrary relationship” between efforts invested and the importance of areas targeted for improvement, suggesting that lower performing organizations lack a rigorous process for improving HR management. “They struggle to implement governance that effectively targets their resources, and they lack the discipline to enforce alignment with need over time—a necessity for the kind of sustainable improvements that can ultimately impact the bottom line.”

Onus on HR

The survey results also found that data­driven, analytical HR departments that can quantitatively demonstrate supporting the organization’s strategic decisions are more likely to play a strategic role in those organizations.

The use of HR key performance indicators (KPIs) and steering tools such as simulations and forecasts is another differentiator between high and low performers, according to the report.

“HR functions that use people­related KPIs and steering tools to measure areas such as workforce productivity and personnel costs, and then analyze and communicate the results throughout the organization, have a greater strategic role in the organization,” the report said.

HR departments that neglect metrics and analytical techniques “simply cannot play a strategic role. Without a clear, data­driven understanding of how the organization is leveraging its human capital, HR leaders have little to contribute to big­­picture strategic discussions.”

HR Areas in Need of Improvement

Both HR and non­HR respondents identified the same human capital areas, such as talent management and leadership, as the areas with the lowest current capabilities and the highest future importance. However, there were significant differences in perception. HR respondents rated capabilities more highly than non­HR respondents and did not consider any areas to be in urgent need of action. By contrast, non­HR respondents categorized nearly half of the 27 HR areas as urgently needing action. Over the past several years, talent management has been consistently rated as one of the HR areas in the greatest need of action.

In many organizations, the HR function is perceived as not meeting the expectations of its internal clients. “To address this misalignment, HR departments must better align with business units throughout the enterprise, to increase the impact of HR and generate stronger business performance,” the report said.

Regional Breakdown

Across most countries surveyed, leadership was ranked as the most urgent HR area in need of action, and talent management was ranked the second most urgent. Beyond those results, however, there were considerable differences in the rankings of HR areas across international regions.

For example, behavior and culture, and employee engagement were all ranked as more urgent in the U.S. than they were in most other regions.

Companies in Brazil are primarily focused on talent management and on rewards and recognition, given the shortage of candidates for many positions and the need to motivate existing employees. “The challenge that we see is a huge lack of qualified professionals in Brazil, which is restraining Brazil’s growth and, consequently, the growth of Brazilian companies,” said Simone Cristina T. Salsa Nunes, a corporate strategic people development manager at Queiroz Galvão, a Brazilian conglomerate.

Talent management is also a challenge for Asian countries. According to Joseph Bataona, an HR director at Indofood Sukses Makmur, “Indonesia has a talent crisis at the national level—in almost every sector, including government. The shortage of talent is not being addressed in higher education, whereby graduates are not really ready for the professional world. There is also a shortage of vocational training. Companies really have to invest more in developing people, even at the entry level.”

For many European countries, demographic challenges, such as an aging labor pool, are compelling companies to adopt strategic workforce planning, which was ranked as far more urgent than the global average.

Roy Maurer is an online editor/manager for SHRM.

 

3 Links:

https://www.youtube.com/watch?v=3oTLyPPrZE4&feature=youtu.be

https://www.youtube.com/watch?v=lc29Ro9TOKg&feature=youtu.be

https://www.bcgperspectives.com/content/articles/human_resources_creating_people_advantage_2014_how_to_set_up_great_hr_functions/

https://www.youtube.com/watch?v=COQgJyCpU4A&feature=youtu.be

https://www.youtube.com/watch?v=xUYNB4a8d2U&feature=youtu.be

 

Unit 3 Response

 

Hello Classmates and Professor,

 

     We live in a society that has become a cross cultural diversity.  You see it in our neighborhoods and our workplaces. With the increasing in population growing worldwide, more organizations have recognized and are adapting to a multicultural work environment. Most organizations had to change their ways of conducting business if they wanting to expand their business. Since we are living in a country with a rapid economy growing, it essential for this organizations to become more diverse. By bringing employees with all different types of backgrounds it helps the organization in ways of interpreting languages and sings in ways of communicating with other culture groups when working in another country.  

     Is already being proven by many organizations around the nation that by having diversity teams of employees in the workplace works, and have increase work productivity to their organizations. Many organizations have taken and welcome the benefits of the skills these employees have brought in to the company to form this multicultural workforce that’s is helping major organizations for their near future (Neo, S 2015). In order for organizations to stay productive they have created programs for minority groups and the hole staff in organizations to help them understand about cultural awareness. It helps with the understanding with employees and managers with the differences in ethnicity, race, sexuality and religious beliefs views relations. As for managers it helps it would help with sensitivity of employees regarding the ability to act when dealing with different culture groups.

     It being in some cases that communication has hindered culture differences and that has brought in managers to be charge with federal laws that govern the equal treatment of employees, because of their ethnicity, race, sexuality and religious beliefs into consideration. The Equal Employment Opportunity Commission (EEOC) takes this matters very serious with organizations that have employees from different cultures working for them. If they ever find allegations of discrimination in the workplace to be proven, it could result in financial penalties to the organization. This why must organizations have annual classes to teach their employees about cultural awareness (Kesee C. 2016).

 

References:

Neo, S. (2015, June 29). Multicultural Organizations: Why Diversity Training is Important for the Workplace. Retrieved July 20, 2016, from http://www.trainingindustry.com/blog/blog-entries/multicultural-organizations-why-diversity-training-is-important-for-the-workplace.aspx

 

Kesee, C. (2016). Cultural Diversity Training in the Workplace. Retrieved July 20, 2016, from http://smallbusiness.chron.com/cultural-diversity-training-workplace-43290.html

 

The Response to this DB MUST Be Plagiarism Free! All References and Citing where or when needed. This Must be Substantive to the DB above. This can be only 150 Words if it is Substantive to the above DB.

 

Need this paper to be a first time paper!!!!!!!

Students, please view the “Submit a Clickable Rubric Assignment” in the Student Center. 
Instructors, training on how to grade is within the Instructor Center. 

 

Assignment 2: Middleville Regional Healthcare

Due Week 9 and worth 160 points

 

Middleville Regional Health Care is one (1) of three (3) hospitals serving a community of 350,000 people. Summary statistics on Middleville and its competitors, from the AHA Guide, are shown below in Table 1. All three organizations are not-for-profit.

 

Table 1: Middleville, Brierfield, and Greystone Health Care Systems

 

Name

Beds

Admissions

Census

OP Visits

Births

Expenses (000)

Personnel

Middleville

575

13,000

350

221,000

2,300

$125,000

2,000

Brierfield

380

17,000

260

175,000

1,200

$130,000

1,875

Greystone

350

10,000

180

40,000

900

$80,000

1,200

 

The governing board of Middleville hired a consulting company to evaluate its strategic performance, specifically in the areas of Human Resources, Information Technology, Financing, and Marketing. As part of the consultant’s evaluation, several leaders of Middleville’s units were asked their perspective of the organization’s performance.

 

You are working for the consultant. Your job is to identify the issues from the response that should be considered further by the consultant team and possibly discussed with the governing board and the CEO. The firm has a rule, “Never offer a criticism or negative finding without suggesting how the client organization can correct it,” so you must indicate what sort of correction you would recommend as part of your list. Because you know there were about two (2) dozen other interviews, you decide you should rank your issues in importance, to make sure the most critical are discussed.

 

Write a six to eight (6-8) page paper in which you:

  1. Explain the governing board’s role in these strategic initiatives, determining its responsibility and involvement.
  2. Evidence-based management means that operational and strategic decisions are made based upon the evidence that goals and objectives are actually being met. Quantitative measurements must be identified and measured. This data is then used to evaluate the HCO’s performance. Name three (3) performances Middleville can use to measure its success in providing quality healthcare to the community, and identify quantifiable, measureable indicators that can be used to do so. Explain the importance of each performance measurement.
  3. Given the statistics of Middleville and its two (2) competitors provided in Table 1, recommend to the HCO what areas it should focus on to maintain its competitive market share as well as continue to provide healthcare to the community in the 21st century.
  4. Some of Middleville’s Board members are very interested in pursuing advanced technology systems over the next five (5) years, while others are concerned about the enormous expense and need assurance that the investment in technology will be worthwhile. In both monetary and process terms, describe the costs and benefits associated with implementing EMR and associated health data systems. Lay out a plan for how various systems can be implemented.
  5. Middleville has faced many challenges in recruiting and retaining nurses and other clinical employees. The economy has hit the area very hard and budgetary limitations have reduced the amount of money available for salary increases. The Board knows it needs to provide other benefits to their valued employees. Provide at least two (2) suggestions to Human Resources to promote employee satisfaction and, therefore, retain experienced personnel.
  6. Use at least three (3) quality resources in this assignment. Note: Wikipedia and similar Websites do not qualify as quality resources.
  7. Format your assignment according to the following formatting requirements:

a.     Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.

b.    Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page is not included in the required page length.

c.     Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length.

 

The specific course learning outcomes associated with this assignment are:

 

  • Examine how healthcare management concepts and theories are applied to critical issues in healthcare organizations.
  • Analyze the critical management issues, purpose, functions, and performance measures of different departments within healthcare organizations.
  • Explain how public policy has shaped the development of the U.S. healthcare system.
  • Use technology and information resources to research issues in health services organization management.
  • Write clearly and concisely about health services organization management using proper writing mechanics.