HRM 240 Week 9 Final Project - Tutorial
HRM 240 Week 9 Final Project - Tutorial
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Human Resource Management Plan 1 Running head: HUMAN RESOURCE MANAGEMENT PLAN Human Resource Management Plan and Job Aids xxxxxxxxxxx HRM 240 Human Resources Management Axia College of University of Phoenix Human Resource Management Plan 2 Table of Contents I. Executive Summary II. Job Analysis III. Selection Process IV. New Employee Orientation V. Training Development Plan VI. Attachments: a. Interview Questions b. Script for New Employee Orientation c. Job Analysis Human Resource Management Plan 3 Executive Summary This paper is a proposal for the DaVita Human Resource Department Patient Care Technician hiring program. Human Resource Management is vital in creating an organization and helping it grow and succeed. Most organizations today focus on improving performance and getting good results. Every organization faces the challenge of operating efficiently and effectively. In order to achieve their mission and goals every organization must recruit. No matter how small or large an organization is, the recruitment process expands the talent pool within that organization. With this hiring packet, we will provide each Patient Care Technician a proper job analysis, so that the PCT has a full understanding of what the job consists of. We will also discuss an effective selection process, employee benefits and new employee training and orientation. Introduction With the competitive increase in today’s job market, hiring the best candidates has become a critical element in the success of any organization. The process of staff recruitment and selection is extremely complex within any organization and its integration into the organizational approach means that the Human Resource Management Plan 4 successful outcome of such processes is essential for individual job performance and organizational success. The complexity of matching the right person to the right job is a perpetual activity for human resource practitioners and management. Using the proper recruiting, selection and training tools will not only reduce the number of applicants it will also single out the highest matching candidates. Therefore, allowing the organization to choose the best qualified candidate for the job (Bohlander & Snell, S. A., 2007). Job Analysis A Renal Dialysis Patient Care Technician (PCT) operates kidney dialysis machines “and provides direct patient care for assigned patients under the direct supervision of a licensed nephrology nurse” (Del Mar Healthcare, 2008 P. 2). Since the PCT is the dialysis staff member who has the most oneonone time with the patients in the facility they are responsible for ensuring the safety and comfort of each patient within the dialysis. PCT’s initiate and discontinue dialysis treatments for the patient. In addition, the PCT must monitor the patients before, during and after dialysis. Before the PCT receives a patient into the dialysis treatment area; the PCT must disinfect the immediate dialysis area Human Resource Management Plan 5 including the machine. The environment must be clean and welcoming; any trash must be immediately removed from the treatment area. The PCT is also responsible for charting vital signs such as blood pressure and heart rate, patient’s weight in and out, and any other health related information. Any concerns must be brought to the attention of the nurse currently in charge. The PCT must program, and set the dialysis machine for the patient according to the doctor’s orders, evaluate and prepare the access for cannulation. The PCT will monitor the patient and check vital signs every 30 minutes until the patient is done with treatment. The PCT must report any significant changes in the patient’s condition; “assist with emergency procedures, initiate CPR in the event of cardiac or pulmonary arrest, and respond to all emergency situations related to dialysis treatment” (Del Mar Healthcare, 2008). To carry out these tasks the Patient Care Technician is required to pay close attention to detail and be able to detect sudden changes in patient behavior. In addition, he or she must be able to communicate clearly with supervisors, patients, and colleagues. The PCT’s communication must be effective verbally and in writing; his or her monitoring must be uptodate and accurate at all times. The PCT must have decisionmaking Human Resource Management Plan 6 abilities, must be able to handle a patienttech ratio of 4:1 and must assist assigned patients effectively. One of the most important tasks of a PCT is the ability to observe and react fast in an emergency. In the healthcare field time is sensitive therefore observing the patients’ carefully while they are dialyzing is crucial. (Please see attached file) Selection Process With the competitive increase in today’s job market, hiring the best candidates has become a critical element in the success of any organization. The process of staff recruitment and selection is extremely complex within any organization and its integration into the organizational approach means that the successful outcome of such processes is essential for individual job performance and organizational success. The complexity of matching the right person to the right job is a perpetual activity for human resource practitioners and management. Using the proper selection tools will not only reduce the number of applicants it will also single out the highest matching candidates. Therefore, allowing the organization to choose the best qualified candidate for the job (Bohlander & Snell, S. A., 2007). Human Resource Management Plan 7 Employers are realizing that the use of a well designed and implemented selection process can lead to enhanced employee performance, less misconduct, higher level of morale, increase in productivity, and reduction in turnover. Therefore, the importance of the recruitment and selection process is crucial for organizational competitiveness on the national and global level. “Organizations use several different means to obtain information about applicants” (Bohlander & Snell, S. A., 2007, p.246). Selection tools that we will use for a PCT are application and interview. Our first step in the selection process will be the application. The application can tell a great deal about a potential candidate. The use of the application gives us the opportunity to check if the person is under qualified or over qualified for the PCT position. Without the use of the application then a great deal of time would be wasted on a single applicant only to find out they do not qualify. This not only saves the candidate time, it also saves the organization time and money. Our second step in the selection process will be a structured prescreening interview. This is a simple tool to help us quickly screen applicants who seem to have a potential for success as a Human Resource Management Plan 8 Patient Care Technician. This will also help us screen out some of the people who are clearly not a good fit for the job. Next we have the official interview; this process is one of the most important elements of the hiring process. The interview will give us the opportunity to see if the candidate matches up with what the application states and allows for questions to be asked on both ends. Interviewing allows the employer to see how well the candidate presents him or herself; furthermore, clear up any red flag that arises from the application. (Please see attachment of interview questions that we will ask.) Using the selection process listed will help in the process of hiring the bestqualified candidate for Patient Care Technician. We must not to limit ourselves to the basic selection process and tools. Doing so will inhibit us from selecting the best possible candidates and the organization will suffer due to extensive turnaround. The recruitment process for the position of PCT would be through internet posting as well as internal employee referral incentives. Upon hiring the most suitable candidate for the PCT position we will share with the new employee our company’s compensation, incentive, and benefit plan. Benefit, Compensation and Incentive Plan for PCT’s Benefit Plan Other Companies Current DaVita 2009 Human Resource Management Plan 9 Office Visit CoPay $5 $5 RX CoPay $5Generic $5Generic $10 Brand $10 Brand OutofNetwork 1,500 per person 1,500 per person 2,500 Family 2,500 Family Emergency Department visits $100 $100 (waived if admitted) Vision Exam $5 ($150 Allowance for eyewear) $5 ($150 Allowance for eyewear) (Kaiser Permanente, 2008) Additional Benefits Cost Dental Insurance (Aetna) $8 single $12 Family Accidental Death and $25,000 (Provided by DaVita for Dismemberment FTE) 401K DaVita will match employees contribution 100% Paid Time Off Employees will accrue 0.21 minutes for every hour worked. Sick Time Employees will accrue 0.15minutes for every hour worked. (Kaiser Permanente, 2008) Option (Blue Cross) Employee Cost DaVita Cost Total Cost Single $70.65 $122.97 $193.62 Employee and Child $139.52 $236.88 $376.40 Employee and Family $185.78 $309.56 $495.31 Other important factors considered when selecting these benefits were paid time off and sick time. Unlike other employers who give an employee a certain amount of set days per year we will give employees .21 minutes for every hour worked. Therefore, Human Resource Management Plan 10 the more hours worked the more PTO the employee accrues to be used as he or she wishes. In addition, sick time will be accrued at .15minutes per hour worked to be used when employee brings doctor’s note for self or immediate family member. We are also considering a flexible spending account for employees where they can put aside pretax dollars to cover qualified childcare and medical expenses. This additional plan in conjunction with current set 401k plan will help employees feel more secure about their position and future with this company. With so many employees going from one job to the next in search of better benefits, we hope to demonstrate how providing these benefits to our employees will benefit both the employees and DaVita. Now we must set the incentives that will motivate our employees and increase productivity. We must keep in mind that everyone is motivated differently. Each individual has his or her own goals. In order to reach our goal all employees must come to work and be prepared to do their best; therefore we will begin our first reward program by giving $500 to each employee whom has perfect attendance within a six month period. This includes no absences, being late or the use of personal time off. Now, since the most important area of dialysis is the patient care; we will monitor our employees through our patients and select a shining Human Resource Management Plan 11 star (employee of the month). We will provide a feedback sheet to the patients, allowing the patients to choose who they feel is the shining star. The shining star will then be rewarded with two movie tickets, a pair of scrubs, and a shining star plaque. This will motivate the employees to provide the best possible care to their patients. To accomplish this we will not overload our techs and nurses with patients and keep a patient to technician ratio of 4:1 and patient to nurse ratio of 8:1. After the implementation of the first two reward systems, we have now given the employees the opportunity to set their goals based on those incentives. Now we need to focus on what is going to make us the number one choice for dialysis patients; therefore increasing the number of patients and profits; maintaining the patient KtV and hemoglobin. How we will monitor this can be challenge. We have set our goals of KtV of 1.2 or higher for 93% of our patients and hemoglobin of 11 or greater for 94% of our patients. Now our nurses will be monitored for hemoglobin and pct’s for KtV on a quarterly basis. We will draw each patient’s blood on a monthly basis to measure their KtV and hemoglobin. This will give us time to work on areas that need extra attention and provide insight on how close or far we are from our target numbers. This will also allow us to take care of Human Resource Management Plan 12 any discrepancies with the blood work; therefore giving the patient the best possible care. Now we focus on the reward system for our pct’s and nurses. Every quarter that we reach our numbers for KtV and hemoglobin we will give each tech and nurse a monetary reward in the amount of $1000. If we do not meet our set target we will then give a partial reward depending on how close to our target we are. If the numbers fall below 90% then there will be no reward. New Employee Orientation “Effectively orienting new employees to DaVita and to the position of PCT is critical to establish successful, productive working relationships. The employees’ first interactions with us should create a positive impression of our facility. The time we spend planning for the new person's first days and weeks onthe job will greatly increase the chance for a successful start” (DaVita, 2008 p.3). (Human Resources: Berkeley, 2007) An effective orientation will: Foster an understanding of the campus culture, its values, and its diversity Help the new employee make a successful adjustment to the new job Human Resource Management Plan 13 Help the new employee understand her role and how she fits into the total organization Help the new employee achieve objectives and shorten the learning curve Help the new employee develop a positive working relationship by building a foundation of knowledge about campus mission, objectives, policies, organization structure, and functions Please see attached orientation script Training Proposal Human Resource Management along with the immediate supervisor will discuss the training needs for the new employee. The first step in effective training is analyzing the employee to find out what his or her skills are. The following step is to decide what type of training has to be given to each employee. When hiring a patient care technician there are several factors that need to be covered. In order to provide the best possible healthcare and keep patients happy every employee must have customer service skills. Because customer service depends on a large number of variables every employee needs training. In dialysis there are several issues that might indicate a need for training, such as increased patient complaints or visible decrease in employee productivity. The primary reason for employee training is to Human Resource Management Plan 14 increase his or her knowledge, skills and abilities for maximum performance (Bohlander & Snell, S. A., 2007). The training process will be set up into a two part training program. If there is need for additional training, an outside program will be arranged. We will begin our training by using a certified PCT to train the new employee in with the dialysis machines and cannulation. These machines and cannulation are the essential functions of the facility; therefore, if the new employee is unable to handle the dialysis machine or cannulate; the patient can be seriously hurt. The chosen preceptor will remain with the new employee for a pre determined amount of time; mainly three to four weeks. Following the predetermined time an evaluation will be performed by the preceptor on how well the new PCT handles the machine and the cannulation process. Our second part of the training process will be the use of a self paced elearning program. Elearning will save the company money by bringing the training to the employee (Bohlander & Snell, S. A., 2007). This will also allow the employee to pace themselves while making sure he or she has a full understanding of the issue at hand. Although this will be a self paced program it will require a certification exam. This elearning program will be used as a constant yearly refresher course for the PCT. Human Resource Management Plan 15 Summary Reaching the final decision when recruiting can be tricky at times. Hence, by using this proposal we should be able not only to recruit but train and keep the best possible PCT candidates. This PCT hiring process is essential for our company’s growth and future. Following the decision to hire a certain candidate the employer must then make the job offer. Once the candidate accepts the offer, the deal is done the candidate has a job and the employer has a new employee. In order for a training program to be effective, an organization must have an overall objective and focus on needs rather than wants. In order for organizational success there must be a training system in place for all new and existing employees. Hopefully, the selection tools used for this position will allow us to make a sound decision based on the qualifying credentials presented by the employee (Bohlander & Snell, S. A., 2007) and our organization will succeed in finding the best qualified person for the job. Human Resource Management Plan 16 References Bohlander, G. W., & Snell, S. A., (2007). Managing human resources (14th ed.). Florence, KY: Thomson Learning Higher DaVita (2008). DaVita Corporate. Retrieved March 9, 2008, from Code of Conduct: http://www.davita.com/corporate_governance/pdf/CorporateCode OfConduct.pdf CollegeGrad.Com. (2007). Fifty Standard Interview Questions. Retrieved March 9, 2008, from http://www.collegegrad.com/jobsearch/Masteringthe Interview/FiftyStandardInterviewQuestions/ Del Mar Healthcare. (2008). Dialysis Technician. Retrieved March 9, 2008, from Dialysis Technician: Job Description: http://www.healthcare.delmar.cengage.com/pdf/careers/Dialysi s%20Technician.pdf Human Resources: Berkeley. (2007, April 10). Managers, Supervisors and HR Professionals. Retrieved March 9, 2008, from Guide to Managing Human Resources: http://hrweb.berkeley.edu/guide/orient.htm Kaiser Permanente. (2008). Quotes and Applications. Retrieved February 25, 2008, from Kaiser Permanente:http://prospectiveemployers.kaiserpermanente.org/c Human Resource Management Plan 17 asmallbusiness/instantquote/viewselectplans/planbenefitdetail s.do Kettner, P. (2002). Achieving excellence in the management of human service organizations. Boston: Allyn and Bacon. Human Resource Management Plan 18 Attachment 1: Interview Questions Patient Care Technician Interview Questions.docx Human Resource Management Plan 19 Attachment 2: New Employee Orientation Script or Agenda New Employee Orientation Script.docx Human Resource Management Plan 20 Attachment 3: Job Analysis Job Analysis.ppt Content and Development Points Points Comments 190 Points Possible Possible Earned A summary of the project including the purpose and chosen position. 15 15 Good Executive summary Human resources tools for each of the functions (Job Analysis, 15 15 Selection, Orientation, Training). Content is comprehensive and accurate. 15 15 Well done Materials are directed to human resource professionals. 15 15 Each of the four tools must be related to the specific position chos15. 15 Four human resource tools incorporate points elaborated in the text.15 15 Presentation on job analysis includes information on job expectations and functions, creating job descriptions, and the role of team work.15 15 Tips for the selection process are included. 15 15 Orientation script addresses privacy, sexual harassment, immigration and one other sensitive legal issue. 15 15 Training propsal includes the employee development map, a narrative of the three training stages and a discussion of the best 15 10 training method for this position. Pupose of the project is introduced at the beginning of the paper. 15 15 Chosen position is stated in the introduction. 15 15 Conclusion is logical, flows from the body of the paper, and reviews10 10 major points. Readability and Style Points Points 30 Points Possible Possible Earned Comments Sentences are complete, clear and concise. 10 10 Paragraphs flow logically from thesis to conclusion. 10 10 The tone is appropriate to the content and assignment. 10 10 Mechanics Points Points Comments 40 Points Possible Possible Earned Rules of grammar, usage and punctuation are followed. 10 10 Citations of original works are included in the body and appropriately formatted. 10 10 APA style is followed. 5 4 Spelling is correct. 5 5 24 Total Points 250 4 Submitted on Time? Date Due and Date Submitted: 3/9/08 3/9/08 Yes! Full Credit Adjusted Points 24 Comments: 4 Final Grade A
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