Workforce assignment

.docx

School

Louisiana State University *

*We aren’t endorsed by this school

Course

7105

Subject

Health Science

Date

Jun 22, 2024

Type

docx

Pages

4

Uploaded by johnjohn258

Workforce Workforce Environment Workforce environment provides all the necessary support and resources for the employees to perform their job. A positive environment promotes employee safety and growth while achieving the organizational goal. On the other hand, an unfavorable work environment leads to employee dissatisfaction, lack of motivation, and frustrations, resulting in resignation and poor productivity. Therefore, an effective and supportive workforce environment is essential in an organization. AHWM uses various methods to build an environment that supports and nurtures the employees. Some of them include various councils to support core competencies; sub-councils to address changing workforce capability and capacity; committees to look after workplace health, security, and accessibility; and programs designed to meet associates' needs, traditional healthcare structure, application of six Vital Signs, and goals in performance evaluation. Workforce capability and capacity define knowledge, skills, experiences, practices, cultures, and shared values required for an excellent performance. In AHWM, the executive team, Organizational Performance Council (OPC), and the engagement council decide the workforce capability and capacity. They addressed capability needs annually and weekly, whereas capacity needs annually, weekly, and every four hours. Annual assessment includes the use of the Strategic Planning Process (SPP). This process includes eight steps that are essential for organizational development. These eight steps include environmental scan, future visioning, SWOT intelligence, five-year plan, deployment, resource integration, one-year plan, and integration of plan to OPC process (Appendix B). Resource integration is associated with the human needs that address the workforce's capability and capacity. It includes the analysis of
staffing needs and educational programs essential to support the current and future operations. "Skills, competencies, certifications, and staffing levels including associates and medical staff" must align with the strategic initiatives and operation's needs. In addition, a medical staff development plan includes a three-year comprehensive assessment that determines physician capability and capacity needs. It also drives physician recruitment. AHWM is determined to hire a diverse workforce in the organization. The diversity report indicates diversity outcomes for the "Governing BOD, Foundation BOD, residency programs, chaplaincy, physicians, volunteers, workforce segments, Medical Executive Committee, and patients." The organization prefers to hire a local workforce and supports residents who want to pursue a career in nursing. The Talent Acquisition Department is responsible for the recruitment process for new associates. The department organizes job fairs and affiliates with various community resources, such as local trade schools or universities, for clinical and non-clinical positions. In addition, they also use search firms and recruiters as required. Job posting and application processes are accomplished online for internal and external candidates, and the interviewing process utilizes a standardized interview tool. All new hires will receive orientation on Missions, Visions, Values, Guiding Principles (MVVG) and the code of ethics. Afterward, each department is responsible for providing further information regarding cultural and operational expectations. Moreover, the Engagement Council monitors associate retention data through the OPC rhythm and shares best practices from high-performing departments to improving ones. Therefore, various departments play an essential role in recruiting, hiring, and onboarding new workforce members. In order to run the organization smoothly, AHWM must plan accordingly with the changing capability and capacity needs. The FTE sub-council consists of AHWM's executive
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