Human Resource Question

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Human Resource Question

1. Evaluate Human Resource Management. Why do organizations need HR Management?

2. Specify the four types of Organizational Assets and why these are important to Human Capital?

3. List and explain four out of the seven HR management functions.

4. Explain how to manage a talent surplus and list the four components associated to this.

5. Analyze the effects of motivation.  Why is it important for HR to understand motivation?

6. Specifically discuss the myths and realities associated to retention.

7. Explain the six key drivers of retention.

8. Evaluate retention assessment and metrics.  What are the three key components?  Provide an explanation of each.

9. Design a written description of total rewards.  What are the three typical types of compensation and the percentages?

10. Explain Intangible, Tangible indirect and Tangible direct as it relates to the elements of total rewards.

11. Explain the two factors associated to Compensation Fairness and Equity.

12. Strategic recruiting involves:

13. Differentiate between Labor Markets and Recruiting.

14. In order to make recruiting more effective, consider the following recruiting activities:

15. Analyze the importance of the selection process.  What are the key responsibilities?

16. Define and provide an example of selection criterion

17. Compare and contrast reliability versus validity.

18. List the primary roles for HR departments.

19. Explain the importance of exit interviews.

20. Compare and contrast Talent Acquisition versus Recruiting.

 
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Employers

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Employers

HR Headline: Pay for Performance in Public Schools Remains Controversial

“Pay for Performance” has made inroads in business, but has remained a hard sell in public school systems. There are some successful examples where teacher pay has been linked to student test scores. In Minnesota some districts have stopped giving automatic raises for seniority and base 60% of all pay increases on performance. In Denver, unions and school districts designed an incentive program where teachers receive bonuses for student achievement and for earning national teaching certificates. However, some plans have not worked. For example, Cincinnati teachers voted against a merit pay proposal and Philadelphia teachers gave their bonus checks to charity rather than cashing them. It appears that having teachers involved in planning the incentive system is one key factor to success. The same can be said for all incentive plans – if employees don’t buy into them, they will not work.

Questions to Research:
1. How could an organization measure the effectiveness of their pay-for-performance plans?

2. From an employee’s perspective, what are the disadvantages of using a pay-for-performance plan?

3. From an employer’s perspective, what are the disadvantages of using a pay-for-performance plan?

Research Paper Instructions:

IMPORTANT!!
Submit your work as an MS WORD ATTACHMENT in either a .doc, .docx, or .rtf format.
 

Please support your ideas, arguments, and opinions with independent research, include at least three (3) supporting references or sources (NOT Wikipedia, unknown, or anonymous sources), format your work in proper APA format, include a cover page, an abstract, an introduction and a labeled conclusion in accordance with the course rubric, a minimum of 3 FULL pages of written content, and a reference section. Double space all work and cite all listed references properly in text in accordance with the 6th edition of the APA manual, chapters 6 & 7.

 
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Week 1 discussions 1 and 2

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Week 1 discussions 1 and 2

Below you will find discussion 1 and 2. Please make sure you keep them separate with references. 

Week 1 Discussion 1

 Quality Management

Define and discuss quality management, the evolution of the quality improvement movement, and implications of public health for health care organizations to implement national quality initiatives. Respond to at least two of your classmates’ postings.

Week 1 discussion 2 

 Risk Management

Define risk management, the components of a risk management program, and how the risk management process can reduce organizational risk. Examine the roles and responsibilities of a risk manager as well as those of the clinical delivery team, including physicians. Recognize the regulatory requirements and standards associated with federal mandates, including HIPAA, and accreditation. Examine risk management methodologies, strategies, and tools. Recognize the financial and risk correlation for organizational profit and loss. Respond to at least two of your classmates’ postings.

Required Resources

Required Text

  1. Read from the text, Managing Health Organizations for Quality and Performance
    1. Chapter 1: Introduction: Managing for Quality and Performance
    2. Chapter 2: The Policy Context for Management
    3. Chapter 3: Preparing for Emergencies

Article

  1. van der Velden, J. W. & Sirot, E. J.  (2007).  Effective risk management tools.  Drug Information Journal, 41(1), 63-68.  Retrieved from the ProQuest database.

Websites

  1. American Society for Healthcare Risk Management (Links to an external site.)Links to an external site. (ASHRM).  (http://www.ashrm.org)

Accessibility statement does not exist.
Privacy Policy (Links to an external site.)Links to an external site.

  1. Agency for Healthcare Research and Quality (Links to an external site.)Links to an external site. (AHRQ).  (http://www.ahrq.gov)

Accessibility Statement (Links to an external site.)Links to an external site.
Privacy Policy (Links to an external site.)Links to an external site.

  1. National Quality Forum (Links to an external site.)Links to an external site. (NQF).  (http://www.qualityforum.org)

Accessibility Statement does not exist.
Privacy Policy (Links to an external site.)Links to an external site.

  1. U.S. Department of Health & Human Services (Links to an external site.)Links to an external site. (HHS).  (http://www.hhs.gov/ocr/hipaa/)

Accessibility Statement (Links to an external site.)Links to an external site.
Privacy Policy (Links to an external site.)Links to an external site.

 
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response

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response

A topic that is feel is important and that is too often overlooked is hospice care.  Specifically the families of the hospice patients.  I would target the hospice care facilities, the employees, and the on site family members.  This program would be ongoing because of the constant change in patients.  

The program would provide information about what to expect for your family member that is in hospice.  It would include information about what the body does when it is preparing to die, what to look for and what to be aware of.  I would like to provide coping strategies.  This could include depression treatment program suggestions or meditation techniques.  

I would hold the gatherings within the hospice facilities and would expect the cost to be minimal.  The budget could be as low as $200 a meeting depending on what food and beverages would be provided.  The revenue would come from referrals.  Families that see the true value in this service and gained from it will be likely to recommend the facility to others.  

Hospice care is to provide end of life care for its patients but the families that are affected are just as important.  They need support, honesty and information to guide them through the difficult time of losing a loved one.  

 
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