Fall 2020 Assignment 4

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Capella University *

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5012

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Business

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Feb 20, 2024

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Uploaded by missme101

Human Resources Management and Talent Development 1 Latisha Fowler Capella University MHA 5012: Human Resources and Talent Development Dr. Terry Karjalainen November 8, 2020

Human Resources Management and Talent Development 2 Introduction HR has an imperative part in propagating a solid culture, beginning with enrolling, and choosing candidates who will share the association's convictions and flourish in that culture. HR likewise creates direction, preparing and execution the board programs that layout and fortify the association's fundamental beliefs and guarantees that fitting prizes and acknowledgment go to workers who really encapsulate the qualities. Human resource management (HRM) can be defined as the process of planning, recruitment, selection, rewarding, training, and development of an organization’s work force (Rubino, Esparza, & Reid Chassiakos, 2020). The HRM is the department of a business organization that looks after the hiring, management and firing of staff. HRM focuses on the function of people within the business, ensuring best work practices are in place at all times. Health care organizations should have an employee-centered culture based upon the mission, vision, and values of the organization. HRM plays an important role in establishing best practices in an organization. It is integral in setting standards in talent development and retention.

Human Resources Management and Talent Development 3 Creating an Employee Centered Organization When goals and strategies change at organizations, an employee-centered organization will be able to adapt at a faster pace. HRM will be able to grow the organization and develop employees. HRM should be able to restructure based on the strategy of the organization and still be able to develop and grow employees with the changes abound. When interviewing candidates, adaptability and openness to adaptability should be essential (Hospital & Health Networks, 2015). Having candidates that are apt in technology can also be helpful in connecting with the right candidates (Hospital & Health Networks, 2015). Current employees should be able to refer qualified candidates to HRM through an employee referral incentive program, especially for positions that are in high demand, but the supply is low (Hospitals & Health Networks, 2015). Any choices made by the human asset division should be based the best accessible proof. Additionally, this ought to be reached at from basic reasoning. In the momentum world, where progressions in innovation have changed the way that individuals live, everything is on the web, henceforth associations can undoubtedly look through prescribed procedures that will help the association in accomplishing its objectives, vision, and missions. Accountability in Human Resource Management and Talent Development Genuine responsibility cannot be learned or constrained in a supervisor through approaches and conventions yet originates from inside oneself who chooses to act in best

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Human Resources Management and Talent Development 4 practice to the premium of the association. This should be possible by a director by guaranteeing that each representative assumes liability for their activity and furthermore, they show activities to create better outcomes. Talent development is a vital role for any manager in the healthcare sector since this is a very diverse industry that changes from time to time (Rana, & Goel, 2015). The capability in the medical services industry has gotten scant, the associations should search for best practices that will oversee and consider responsible the current gifts to the fullest impact. Because of the serious idea of the market structure today, it requires an extraordinary exertion from the leaders to authorize responsibility to shake things up. Actualizing the way of life of responsibility in any association will help in accomplishing the organization's objectives both in the short and since quite a while ago run. To start with, responsibility in any association fortifies the way of life. Accountability can help in achieving the company’s goal by ensuring that it is the culture of everyone, both the seniors and the juniors. By doing so, everyone will be responsible for his or her own duties and hence establish meaningful goals (Ilias, Abdulatiff, & Mohamed, 2016). At the point when leaders implement responsibility, it helps them in accomplishing the organizations objectives. Following an authoritative objective, leaders can show that they care for all representatives and ineptitude and any insubordination will not go on without some form of consequences. Leaders must hold their staff accountable for the work they are responsible for. Leaders can hold their staff accountable by giving employees authority to identify concerns and to formulate and implement solutions (Ledlow & Stephens, 2018). Leadership Strategies to Achieve Organizational Goals

Human Resources Management and Talent Development 5 The mission, vision and values of the organization should be prevalent throughout the planning process (Rubino, Esparza, & Reid Chassiako, 2020). A human resources asset metric instrument for health care has additionally been made by the American Society for Healthcare Human Resources Administration with six execution estimations that can help HRM with estimating execution among representatives. Some key metrics are retention and separations, workforce productivity and profitability and compensation and benefits. These metrics, along with others, can be applied to a variety of health care work settings (Rubino, Esparza, & Reid Chassiako, 2020). HRM are now using that concept and using specific measures for their contributions, such as productivity and performance. Such measures can be developed for health care organizations so they can be compared to industry benchmarks (Rubino, Esparza, & Reid Chassiako, 2020). There are various leadership strategies that can be used to reach your prospective goals and to improve the overall performance. The first and main thing is an organizations vision and mission must be vivid, aspirational leadership strategy will paint the picture of the future and direction in which the organization is heading. When a team is being lead without vision, everyone still ends up working hard but nothing of importance is actually being achieved. Vision brings everyone together under a common goal and performing in unison to achieve it . Interventions to Promote Collaboration and Goal Attainment How leaders can advance community oriented endeavors and objectives is by empowering peer with training and coaching. Peer mentoring encourages collaboration between colleagues, Peer mentoring provide education and support opportunities to individuals in the same field. It allows the leader to take a back sit while allowing their employees to learn from each other (Rubino, Esparza, & Reid Chassiako, 2020). Peers can share knowledge among each

Human Resources Management and Talent Development 6 other while the non-performing employee learns new techniques to achieve results. Employee- focused leadership reflects the employees’ involvement and autonomy in the decision-making process. In an effective organizational culture, managers promote teamwork and empowerment, which are important to the achievement of the company goals (Nwibere, 2013). On the off chance that leaders display the best possible practices that they need their representatives to follow, efficiency can increment. When leaders become lax in their positions and start to exhibit unfavorable behaviors, employees may believe they can follow suit. Leaders must set examples for their employees by exhibiting behaviors they want mimicked or reflected (Rubino, Esparza, & Reid Chassiako, 2020). Modeling can assist non-performing employees in learning appropriate behaviors in the workplace (Rubino, Esparza, & Reid Chassiako, 2020). When leaders do not show their best behaviors, the non-performing employee can use the leader’s shortcomings to justify their own negative behaviors (Rubino, Esparza, & Reid Chassiako, 2020). Conclusion The way into a fruitful organization is to have a culture dependent on an unequivocally held and broadly shared allowance of faith based expectations that are upheld by technique and structure. At the point when an organization has a solid culture, three things occur: Employees realize how top administration needs them to react to any circumstance, workers accept that the normal reaction is the correct one, and representatives realize that they will be compensated for exhibiting the association's qualities. On the other hand, an ineffectual culture can cut down the association and its administration. Separated representatives, high turnover, helpless client

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Human Resources Management and Talent Development 7 relations and lower benefits are instances of how some unacceptable culture can adversely affect the primary concern

Human Resources Management and Talent Development 8 Citation Anonymous, (2015). Leadership development: Building the workforce of the future. Hospital & Health Network, 89:2. Ilias, N., Abdulatiff, N. K., & Mohamed, N. (2016). Management control system and performance: Accountability attributes in local authorities. International Journal of Economics and Financial Issues, 6(4S) Ledlow, G. R., & Stephens, J. H. (2018). Leadership for health professionals: Theories, skills, and applications (3rd ed.). Burlington, MA: Jones and Bartlett. Nwibere, B. (2013). The influence of corporate culture on managerial leadership style: The Nigerian experience. International Journal of Business and Public Administration, 10, 166-187. Retrieved from http://www.iabpad.com Rubino, L. G., Esparza, S. J., & Reid Chassiakos, Y. S. (2020). New leadership for today’s health care professionals: Concepts and cases (2nd ed.). Burlington, MA: Jones & Bartlett Learning.

Fall 2020 Assignment 4

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