Human Resource Department within Organization - Admission/Application Essay Example

Formal Organizational Arrangement 3 1 Structure The Human Resource Department within this organizationis organized in a hierarchical manner with a chain of command to be followed in reporting. The HR department is mandated to undertake all forms of management and administration as well as proper training and coordination of events within the organizations. In this role, three divisions are available; Classification/Compensation and Employee records/HRIS division, Recruitment& Selection and Employee/Labour Relations division, and the Employee Health & Benefits division. The first division is responsible for the general administering of employees that cuts in salaries and position management as well as personnel actions. The second division deals with recruitment of employees all the way to positioning and all issues from collective bargaining to advisory services. The third division deals with employees, health issues and benefits to ensure that all employees are under an insurance plan and all medical related standards are adhered to. In the HR department there is the departments that deals with corporate policy and management operations. This department has two divisions. First, it is mandated to check through all risks that might come through in the workplace. This includes checking the liability insurance, how workers are compensated in case a risk occurs. This is so to ensure that the staff are assured of proper security. Further still, safety training, investigation of accidents within the organization and teaching people on emergency preparedness training are ensured. The second division, management operations and internal services, conducts program analysis and policy development. It also checks into organizational standards, keeps corporate records and responsible for legislative liaison. Organizational structure of the department of nursing 3.1.2 Physical layout The organization is located in the outskirts of New York in a three storey building rented by the organization. The reception is located at the entrance of the building where the visitor can easily locate it and seek guidance on where to get assisted depending on their case. The ground floor of the building, where the reception sits is specifically for the low level management of the HR department. The first floor is in the majorly for the technical department. It is in this department that technical issues are handled. The top level management sits on the second floor of the building. Here, the director and the assistant director of the entire Human resource department have their offices. It is from the directors that directions are given to the other level managements. On the same floor, the secretaries to the director and assistant directors have their offices to help guide the visitors as well as respond to immediate calls of their bosses. This is so to enhance proper and smooth communication within the entire department. 3.1.3 Rules and policies HR department has set up policies and procedures that that have helped in establishing a framework and setting up of standards that helping in guiding how staff should conduct themselves. It happens in many organizations that many of these rules are looked down upon. However, STEPUP MED through its able HR dept ensures that each and every rule and policy is followed strictly. One of the most visible hospital rules written on the wall of every department is the no smoking rule. Tobacco smoking is prohibited within the hospital premises due to the health effects of tobacco that may lead to the deterioration of the patients’ health. The organization is also opposed to sexual harassment. As prescribed by law, sexual harassment is any conduct that can be stated as unwelcome and sexual in nature. Such behaviors have become sufficiently persistent and turned offensive to an extend where they unreasonably deter an employee from performing as required and to some length creating intimidation. This organization’s policies prevent such practices. Misconduct in the organization that could be either by an individual or by a group are prohibited. This could either be drunkenness as such could lead to low productivity. Calling out that could turn dictatorial is as well prohibited. This means that the entire organization should work as one, hence promote productivity. The rule of confidentiality is also paramount. This means that it is illegal to leak out company information without the consent of the HR department as this to the department appears as a way to weaken the organization and give the competitors an advantage. 3.1.4 Recruitment and selection The HR department is faced with the mandate of recruiting and training staff. This is one of their key role in helping develop the employer’s workforce. It thus a critical role in ensuring that the goals of the organizations are realized. As such, the failure of every organization, especially on factors of organizational performance is attributed to the HR department. Just like in any other organizations, in this organization, management under the leadership of the head nurse the vice president undertakes to recruit trained nurses from the field. The firm’s HR department has a preference for fresh graduates from college to avoid paying high wages. Nurses who are already experienced demand higher pay and at times higher postage. After carrying out interviews with potential candidates, the firm selects the best suited based on merit and personal expression of commitment and interest in the job. The academic grades ensure that the firm picks qualified nurses. Preference of fresh college graduates is however not the best way to recruit as they do not get the best experienced nurses. The lack of experience increases the trouble the organization goes through when recruiting new staff through the need for lengthy incorporation and learning the operation of an actual hospital. However, the performance of this organization is faced with the problem of unqualified staff. Notable, experience is the critical role in individual performance. As such, it has become a problem to the entire organization since the work of the employees determines the result of the organization. It is thus recommendable for the organization to hire only qualified staff as that will assure realization of organizational objectives. At the same also, the HR department should provide staff with necessary training in the event that they hire staff without the required experience. It will also be important in such cases to place staff under probation in order to test their competence. This will help nurture the staff towards the required goals. 3.1.5 Reward system The HR department is faced with the mandate of running the reward system. This system helps reward each employee as the HR department finds fit. All reward systems must be accurate to ensure that every individual receives what is rightfully theirs. The HR department conducts administrative roles like payroll that require due diligence hence the organization should embrace the up-to-date systems. Evidently, the organization pays salaries to its employees based on their level of management. The subordinates are the least paid employees in the organization. However, pay rises should be conducted at certain intervals to ensure hardworking employees are honored. The reward system of the organization is not clear as there are no clear guidelines on the salaries of the employees and the addition of the salaries. The system is mainly corrupt and with a lot of anti-professional practices. For example, those having close relations with the senior VP are the ones who get a pay rise. This leaves most of the employees dissatisfied with the system, but their effort to air their complaints is met with a deaf ear. Promotions are also effected on friendship grounds with the senior VP. This is a limiting factor for the organization as it gives the organization poor management through incompetent employees being promoted. This has led to administrative challenges in the organization. 3.1.7 Evaluation system It is the role of the HR department to evaluate the performance of every employee. This helps to determine individual performance and help rank employees in terms of their hard work. This system is also used in the determination of the right compensation and benefits that individual employees should receive. This system requires individuals with dual expertise. Since there is no clear system of evaluation in the organization, I would strongly recommend for outsourcing for an expertise in this field to help better the current system. The evaluations are done only once a year at the end of the year. This leaves a gap for improvement in the course of the year for lack of periodic evaluation. The annual evaluation is based on the performance of duties in the course of the year, major achievements in handling patients special cases as well as punctuality in reporting to work. Absenteeism is also considered in the evaluation. This is aimed at informing the employees of their performance during the year and may also be used to as a basis for selecting employees to be laid off in times of financial trouble like now. 3.1.8 Training and development Training and development are key roles played by the HR department. It is essential for the employer to equip employees, especially the newly recruited with necessary tool that will enhance individual and organizational success. The meaning of this role is the provision of detailed training that helps the transition into the new environment and the new organizational culture. Evident in this organization, there is lack of cross-training within the HR department. Cross-training has lately been perceived as a motivational tool as well as a problem-solving technique. It is good to note that professional and unified management that is matched by a good working environment is the foundation on which staff motivation should be built. It is thus good to implement a cross-training techniques that can either be horizontal, upwards or downwards as it creates motivation. This means that individuals heading departments can cross-train in other departments. Cross-training is a technique that needs prior planning and the presentation should come out as a learning opportunity. If properly put through, it results to a number of positive things. These could include getting rid of stagnation, rejuvenating all departments, erasing differences and unhealthy competition and promoting teamwork and coordination. The current stagnation is due to the unplanned leadership and lack of set goals. This means that staff work without focus and the mission of their work is not clear. It is thus critical to make the goals clear as it the driving force for every organization. With set goals, the staff has set an objective, hence try much possible to maximize their work. Read More