NU 520: Human Resource Management
description
Transcript of NU 520: Human Resource Management
NU 520: HUMAN RESOURCE MANAGEMENT
MANAGING HUMAN PERFORMANCE…A MODEL FOR LEADERSHIP ADAPTED FROM NAURIGHT 19..)
Work analysis Recruitment Selection and interviewing Staffing Staff development and
orientation Retention Performance evaluation Rewards and recognition Disciplinary actions
WORK ANALYSIS Organization mission,
vision, values (MVV) Department MVV Customer needs and
satisfaction Environmental
assessment Work processes, flow
and roles Improvement
opportunities
WORK ANALYSIS (CONT.)
“Right role in the right place at the right time doing the right work at the right cost for quality care.” E. C. Murphy LLC/VHA
Work activities analysis Role description and performance expectations Role complexity, role focus and role overlap Education, experience, and capabilities
SELECTION TECHNIQUES
Resumes References Interviews
Behavioral Interviewing Work History Review (Career Anchor Analysis)
THE CONCEPT OF “FIT”
The Southwest Airlines experience… “HIRE FOR ATTITUDE, TRAIN FOR SKILLS” Think about whether you can teach people
things like work ethic, valuing others, humor, humility...
RESELECTION IS THE PROCESS OF CONTINUING TO ASSESS FIT...
Customer/patient needs change
Organizations evolve and roles change
As individuals grow and mature, their goals and priorities tend to change
STAFF DEVELOPMENT
ORIENTATION Organizational
information Competency
assessment Learning plan SOCIALIZATION Roles and teams Social activities
BECOMING AN EXPERT (BENNER) Novice Advanced
Beginner Competent Proficient Expert **Important to
recognize how learning occurs at each level...
JCAHO COMPETENCY STANDARDS
“Demonstrate that individual was competent when you hired them and remains so for duration of employment…”
Performance description Competency assessment/skills list Performance evaluation Licensure, education, certification Mandatory training/other requirements (safety,
age-specific, CPR, health status etc.
PERFORMANCE DESCRIPTION ELEMENTS
Position summary Responsible to/for Major categories of
position Specific performance
expectations Performance standards Evaluation criteria Education and experience
PERFORMANCE DESCRIPTION: EXAMPLEPosition Summary: The servicecoordinator is responsible foroverseeing all functions associatedwith the information desk in thepatient lobby to assure timelyassistance to enhance patient andvisitor satisfaction.
Responsible To: Customer Service Director
Responsible For: Service desk clerks Assigned volunteers and students
Education: High school diploma Customer service course
Experience: Previous position incustomer service area, dataentry using computer,telephone triage
CATEGORY Responsibility
PerformanceStandard(s)
EvaluationCriteria
INFORMATION SYSTEMS Maintain current organizationaland patient information withinsoftware systems to promoteaccurate, timely assistance
Patient information is updatedtwice daily using admissionsreports
Organizational information isreviewed at least monthly
Random checks show lessthan 5 % errors or omissionsin patient data
Log showing organizationalinformation review everymonth current
COMPETENCY ASSESSMENT
Defining critical competencies
Mechanisms for assessing competencyChecklistsSimulationsPaper and pencilObservationOther?
HALLMARKS OF EFFECTIVE EVALUATION Clear expectations and measurable evaluation criteria Expectations reflect most important aspects of role Systematic, reliable data collection Feedback and coaching occur throughout period > no
surprises Meaningful two-way communication and interaction Mutually agreed upon goals and growth plans
SPECIAL CONSIDERATIONS...
Minimizing biasRecencyHalo Insufficient data
Diversity issues Impaired
employees
REWARDS AND RECOGNITION
“Show me the money?!” What does the research tell us?? Individual preferences and effective recognition What are some of the ways you have been
given meaningful rewards or recognition?