MHACB 543 COMPETENCY THREE ASSESSMENT
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Health Science
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Feb 20, 2024
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Competency Three Assessment
Gwendolyn Thompson
University of Phoenix
MHACB 543
Diane Rodriguez
11/29/2023
2
Competency Three Assessment
Numerous healthcare organizations have experienced difficulties in keeping talented and qualified workers, resulting in business losses. Talented personnel leave and are lost in a healthcare context for a variety of reasons. For example, an organization may collapse if it does not offer professional development to its staff. To guarantee that workers' abilities expand, and their motivation rises, organizations must provide professional development based on their career
routes. The absence of a work-life balance is linked to the exodus of talent from the healthcare industry. Because they need to fulfill their personal and professional needs, employees need a work-life balance. Furthermore, it is imperative to cultivate and establish a positive management rapport between staff and management. Talent attrition can be avoided in an organization by having competent managers who inspire and motivate their staff. In order to avoid the exodus of skilled personnel from the healthcare industry, which could result in staffing shortages and subpar patient care, it is imperative that succession planning procedures be followed in these situations.
Steps to Mitigate the Impact of Rapid Departure
To avoid the exodus of skilled personnel from the healthcare industry, which could result in staffing shortages and subpar patient care, it is imperative that succession planning procedures
be followed in these situations. The healthcare industry might use a variety of strategies and tactics to slow down employee turnover. Ensuring the management of the company develops a planned succession plan for various roles in the healthcare context is one method or action that may be taken to lessen the impact of employee departure. To make sure the succession plan satisfies the needs of the organization's workforce, management drafts it. It consists of elements
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including the organization's financial plans, leadership transition, and organizational governance in addition to a strategy plan. The creation of a succession plan by the management should guarantee the organization's ongoing operations and procedures. To reduce employee turnover, the healthcare sector may adopt a range of techniques. One way to decrease the impact of employee leave is to make sure the management of the organization prepares a structured succession plan for specific roles in the healthcare sector. Management creates the succession plan to ensure that it meets the demands of the organization's workforce. Together with a strategy
plan, its components include the organization's financial plans, leadership transition, and organizational governance. The management should ensure that the organization's processes and activities continue by developing a succession plan. Additionally, new career pathways for various roles within the healthcare business must be developed. One such pathway is to offer educational benefits to nursing practitioners so they can pursue leadership training and advance to the position of nurse manager.
Recruitment Plan
Finding competent candidates for open positions, evaluating job criteria, assessing applications, vetting individuals' qualifications, conducting interviews, and selecting the best prospects are all steps in the recruitment process. For the managerial role within the company, a recruitment plan will need to be developed. The method to be used to lower employee turnover in the open position should serve as the foundation for the recruitment plan.
The requirement to address the roles that the manager will perform should be the first step in the strategic recruitment plan for the managerial post. A job description for the department manager's role is included. The plan should include a skills gap analysis for the manager anticipated to take over the department's vacancy must be done. The identification of
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skills must be predicated on both anticipated and actual shifts in the area and the job market. It will be necessary to make sure that the hiring procedure or activity is represented visually to forecast the number of hires needed for the managerial role. The company's prior recruitment strategy should be examined to fill any holes that were utilized or applied to raise staff turnover or talent leaving.
Pre-Boarding Checklist
The procedure for the new manager to accept the new position that the company offers on
their first day of work will be covered by the pre-boarding checklist. The human resource manager's confirmation of the new hire's arrival will be included in the checklist. Through email correspondence, the human resources manager will extend a warm welcome to the new employee of the organization. The worker will receive an orientation regarding their new position from the company.
The pre-boarding checklist would include:
1. Verification from the new management that they have accepted the new position.
2. The human resource manager gives the new manager documents to fill out.
3. To welcome the new manager or hires to the workplace, an email is sent.
4. It is necessary to give the employee handbook to the new hire.
5. The worker will receive information on the policies and procedures of the company.
Onboarding Plan
The 30-90-180 day plan, which describes acclimating the new employee to the department manager, must be used or used. The worker will be briefed about corporate regulations, teamwork concerns, necessary goals, and job positions within the department. During the first thirty days at the new job, the new manager will receive training tailored to the
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many responsibilities of the management role thanks to a well-thought-out onboarding procedure
and strategy. The employee will also receive training over the first thirty days regarding the need
to adhere to corporate policies when taking various activities and making judgments to make sure they are in line with business strategy. The new hire will need to perform at a level that meets organizational standards. Learning about the company culture and the duties that must be completed both inside and outside of the job description are among the performance measures that will be used throughout the course of the three months. It will also be evaluated based on how well the candidate is doing in achieving both short- and long-term objectives. An opportunity for a performance review and evaluation should be extended to the management after 180 days or six months on the job. Employee turnover within the department is one of the indicators that will be used to gauge the manager's effectiveness. Furthermore, it will be assessed
by performance criteria, such as the collective performance of the team following the manager's hiring.
Succession Plan Policies and Practices
To guarantee a decrease in staff attrition, the company must design and implement a strong retention strategy. To ensure that turnover rates are reduced, the organization's management should respond to employee complaints before they arise. To make sure that underachievers in the organization are involved in leadership and managerial development and that their needs are met, the leadership should design and develop a performance plan or review that will be used or applied. This will enable them to fill open positions in the company. To address various concerns like motivation that are connected to an increase in employee departures, management should make sure that communication with employees is improved. The
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business will develop rules to handle and guarantee the hiring and selection of qualified workers from a wide pool of candidates.
How It Aligns With Current Trends
Because it addresses the need to ensure staff professional development as a prerequisite to ensure a decrease in talent exodus, the suggested strategy is in line with current trends in the healthcare industry. Continuous education and training are essential for employees in the healthcare industry to help them acquire more skills. It also tackles the topic of social dialogues in the healthcare industry to guarantee that workers are granted access to various perks and rights
considering the requirement for an environment that is supportive of their work.
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References
Glynn, Patrick. “15 Steps to Develop an Effective Recruitment Plan.” Insight Global, 21 Nov. 2023, insightglobal.com/blog/steps-to-develop-an-effective-recruitment-plan.
Jo. “2022 Healthcare Industry Trends That Will Make a Difference | UCF Online.” UCF Online, 29 Apr. 2022, www.ucf.edu/online/healthcare/news/healthcare-industry-trends
.
Northpass. Onboarding in Healthcare: How to Do It Right. www.northpass.com/onboarding-in-
healthcare#:~:text=Onboarding%20is%20one%20of%20the,as%20part%20of%20your
%20team
.
.