GCU HCA465 HR Management Tools and Teams Assignment

HCA465 HR Management Tools and Teams Assignment

HR Management Tools and Teams

Directions: You have just been hired as an HR manager in a health care setting. Select a health care organization of interest. You decide to prepare for your first day on the job by creating a document that compiles tools to manage staffing, increase work production, and improve team dynamics. Complete all four parts.

Part 1: Organization Selection

Selected Health Care Organization:

Part 2: Staffing and Work Production

As a HR manager, your serve the organization at a departmental level. Complete the following boxes, as indicated below.

Quality Improvement and Control (What are you responsible for in relation to “quality improvement and controlling”?)

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2.

3.

Improvement and Techniques (Which techniques improve quality?)

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3.

Tools of Control (What will be your most commonly used tools of control?)

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2.

3.

Examples of Use (Provide examples of how you may use each of the tools of control identified.)

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2.

3.

Benchmarks (What will be your most commonly used benchmarks?)

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2.

3.

Examples of Use (Provide examples of how you may use each of the benchmarks identified.)

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2.

3.

Organization Vision and Mission (Identify your selected organization’s mission and vision.)

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Alignment (How do your selected tools align to your organization’s mission and vision?)

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2.

Part 3: Team Dynamics

As an HR manager, you serve the organization at a team level. Complete the following boxes, as indicated below.

Characteristics (Identify characteristics of successful teams.)

Attributes (Identify attributes of successful teams.)

Practices (Identify practices of successful teams.)

Methods and Approaches (Identify which methods and approaches encourage a culture of collaborations.)

1.

2.

Examples of Use (Provide an example of how methods and approaches encourage a culture of collaboration. What would it look like in your organization?)

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2.

Part 4: Cross-Functional Application

Respond to the following in 250 words:

Today’s complex organizations often require the smooth, integrated functioning of teams across several functional areas. Leading a team of diverse individuals is quite a challenge. Encouraging the effective collaboration of multiple teams of diverse individuals is even more challenging and requires skilled leaders who can understand and impart organizational vision to team members. Skilled leaders must also foster leadership skills in others to achieve collaboration and organizational success.

Imagine yourself in the complex situation of ensuring the integrated functioning of multiple teams. Answer the following questions in the box provided below.

1. What knowledge and skills will you need to acquire on your own leadership development journey to successfully prepare for such a challenge? Provide specific strategies and examples.

2. What are methods and approaches that encourage a culture of collaboration that encourages cross-functional teams to improve specific patient care and the needs of your organization?

References

 

 

MORE INFO 

HR Management Tools and Teams

Introduction

As a business owner, it’s your job to make sure that your employees are doing their job well. That means tracking how much time they spend on an hourly basis, but it also means keeping track of how many calls you’re making and emails you’re responding to every day. When it comes down to managing people in HR management, there are numerous tools out there that can help simplify these processes and make life easier on everyone involved.

HR teams have to manage employee data, payroll, benefits, and taxes in one place.

HR teams have to manage employee data, payroll, benefits and taxes in one place. That’s why HR systems are so important in the modern workplace.

These days it’s not just about managing employees; it’s also about collecting information on jobs, pay rates and more. A good HR system will give you insights into how your organization is performing financially as well as helping you develop policies around hiring processes and compensation packages for new hires.

HR systems can help you keep track of all these things by providing access to information from several sources including:

• Employee records (including W2 forms)

• Payroll data (elements such as gross wages earned per year)

• Benefits plan enrollment statuses

• Taxes owed under various scenarios

Punch-in/punch-out timecards are not the only way to measure employee attendance.

Timecards are not the only way to measure employee attendance. There’s more than one way to do it, and they’re all fairly accurate.

Timecards are simply a snapshot of time spent working on a task or project—they don’t account for whether that person took breaks or lunch breaks, nor do they reveal how much time is spent on an individual task versus others (such as group projects). They also don’t show you how long someone was at their desk before leaving or even if they were actually there at all!

This can create some pretty significant inaccuracies when it comes to determining whether someone actually worked during their shift or not; if someone takes 15 minutes between shifts but has no record of them being gone from their desk for those 15 minutes, then yes—that person was probably still there those 15 minutes despite only having taken two actual breaks over two hours’ worth of work time!

Managers can be more effective when they have access to analytics on their teams.

You can use analytics to see how your team is performing. You can also use these insights to make better decisions about how you allocate resources and what kind of training will be most effective for each employee.

Analytics can also help managers be more effective in their job, because it makes them more aware of what’s happening on the ground when they’re out in the field or away from the office. For example, if there are certain metrics that indicate low morale among employees (e.g., turnover rate), then this information may trigger an intervention at some point down the line—perhaps before a big project deadline approaches!

Succession planning is a crucial part of leadership development.

Succession planning is a crucial part of leadership development. It ensures that you have a plan for the future of your team, and it’s not just about who will take over when you leave. Succession planning is an extremely long-term strategy that can help your organization avoid problems down the road like demotions or firings due to lack of promotions or new hires failing to perform up to expectations.

Succession planning should encompass all aspects of an employee’s career: their skillset and abilities, training needs, learning curve—everything! The goal here isn’t necessarily finding someone who has everything they need right now; instead it’s more about ensuring that any gaps between what they did before becoming manager (and thus eligible for promotion) versus what they do now become smaller over time so there isn’t too much change when something does happen later down line.”

The most important thing you can do is make sure you’re hiring the right people for your company.

The most important thing you can do is make sure you’re hiring the right people for your company, and not just any old person.

You want to hire people who are a good fit for your business—not just in terms of skills, but also culture and personality. That means finding someone who has strong interpersonal skills and understands how they can contribute to their team’s success. If they don’t have experience or training in project management, then it’s time to invest in some training if necessary; perhaps this person will be willing to start at entry-level level until they’ve earned enough trust within the company that they’re able to move up into higher positions without needing additional training first (which would be great).

Conclusion

In the end, it’s all about making sure your HR team and management are aligned with respect to the people they work with and lead. This will ensure that everyone is working towards a common goal!