Human Resource Issues - Assignment Example

Human Resource (HR) Issues: Topic: HR Issues What types of HR issues are likely to affect a psychological practice? HR pressures and challengesin a larger organization like a hospital can inflict a significant influence on myriad psychological practices. One of the major healthcare HR issues known for affecting mental health professionals like psychologists is related to “recruitment and retention of the correct number of qualified staff” (Pizzi, 2011; Aberdeen Group, 2012). This issue tops the list for major HR issues in many research reports. Now, research claims that one of the major roles of psychologists in hospitals is to help in clinical assessment of the staff that is hired (Wahass, 2005). This establishes the relationship between a major HR issue of hiring qualified staff and a popular psychological practice of assessment of that staff. This HR issue can benefit from a psychological perspective by incorporation of promising psychological tests and measurement tools. How might they be resolved or addressed? HR issues in healthcare setting can be resolved by conscientious use of quality psychological practices. There are myriad such practices which are capable of delivering real value. For example, psychologists in hospitals as mental health providers are experts on the behavioral dimensions of an individual. So, HR professionals instead of working independently should work as a team partnering with psychologists. Such teamwork can gigantically facilitate evaluation of employees due for hiring. The nursing shortfall is so huge that it has turned into a big concern in healthcare industry, but there is still an apparent lack of highly qualified individuals. Psychologists can collaborate with HR professionals in hospitals by using psychometric tests. Research claims that a relationship between psychometric testing and HR can greatly enhance recruitment effectiveness (Bateson et al., 2014, p. 418). Application: Exploration of development of HR in a practice Explore development of HR in following practices: Screening and hiring procedures HR development or HRD is a section of HR management which is heavily related to screening and hiring procedures. HRD is responsible for creating opportunities which ensure goof training of workers after the hiring process is finalized. So, it is safe to assume that HRD lends real value to hiring procedures which are very complicated. Many times employees suffer from a setback due to any distressing reason at workplace. HRD can help resolve this problem by way of a framework which seeks to polish or refine personal and organizational skills of employees. Research also claims that when focus is concentrated on building the most superior workforce which is the ultimate motive of HRD, the area of screening and hiring procedures benefits the most (Heathfield, 2014). Defining job descriptions Defining job descriptions is critically important because it is acknowledged as a key performance area in the present day world. Job analysis was formerly required to aid HR professionals in hiring, pay, and supervision of employees. However, work in hospitals has become so much more complex over the years that job analysis now also depends on concrete information collected conscientiously and systematically. HRD serves as the basis for this collected information which consequently helps in defining job descriptions and specifications. Research also claims that the former approach to HRD primarily concentrated on proper supervision. Now, HRD plays a bigger role in defining job descriptions “with the increasing complexity of organizations and society” (Vijayaragavan & Singh, 1997, p. 127). Establishing salary Much has been written about the role played by HRD in establishing salary. This is because HRD has introduced professionals to myriad unique techniques and approaches to determine base pay. Research has it that wise investments made in the area of determining base pay help organisations in “managing their competitiveness externally as well as their consistency and credibility internally” (Child Care Human Resources Sector Council, 2014). Research also claims that it is HRD programs which help in times of financial difficulties by their “cost-cutting efforts” (Werner & DeSimone, 2011, p. 19). This is why giving due attention to HRD is very important when establishing salary because it can save an organization during an economic contraction. Possible options of outsourcing The trend of HR outsourcing has rapidly increased over last many years. This is why all major firms and organisations around the globe recognize this absolute fact that HRD programs should be urgently incorporated to increase possible options of outsourcing (Talukder, 2013, p. 65). HR outsourcing is a very important area because it is known for “triggering the growth of organization” (Talukder, 2013, p. 66). HRD programs benefit this area by helping organisations to develop more innovative HR outsourcing solutions. Outsourcing helps in cutting costs and HRD is a philosophy which lays great stress on cutting costs as mentioned already. Fees to clients and issues of confidentiality Issues like informing patients about fees and billing and patient confidentiality are of primary concern in a hospital setting. Psychologists should regularly communicate with HR professionals to discuss and resolve ethical issues. The department of HR in many organizations is entrusted with the responsibility to supervise staff development (Bolden-Barrett, 2014). So, whenever there is a breach of patient confidentiality, HRD programs require HR to take responsibility for it and take proper action immediately. HRD practices also encourage doctors to be committed towards their patients by way of full disclosure of relevant information like that related to fees (Rao, 2007, p. 481). Topic: Organizational Culture Description of the organizational culture of Trilogy’s University The organizational culture (OC) of Trilogy University (TU) is based on a daring attitude. This is because research claims that employees recruited at TU are trained to be risk-takers. Besides risk-taking, teamwork and humility are also emphasized by Trilogy’s corporate culture. Research claims that TU makes big investments in “risk-taking, teamwork, humility, and a strong customer focus” (Tichy, 2001, p. 63). Tichy’s article titled “No ordinary boot camp” is worth mentioning here in context of TU’s culture because it takes readers on a detailed tour of TU’s OC. It suggests that it is a kind of culture which is very unique and different. It is also hugely effective because of the new employee-orientation dimension added to the culture. This means that OC of TU is employee-oriented. Employees or recruits are considered a real asset to the university. Employees have strong bonds among themselves and they also exhibit a greater affiliation with their organization. Explain the elements that make up that culture Many different elements combine to create OC. TU is a corporate company, so it is fully acknowledged there that the need of the time is to create an ethical workplace culture. Ethics lays foundation for the culture at TU. It is one of the most important elements of the company’s culture. The sooner other corporate leaders realize the efficacy of elements inculcated in TU’s culture, the better. This is because such an OC holds the potential to offer immense benefits to businesses. This automatically reduces the room for error and protects the financial resources which are otherwise spent in amending the mistakes. Corporate leaders around the globe like those at TU should make wise investments in analysing TU’s cultural elements. This can help to promote ethical awareness. Research also recognizes TU as a rising star because its culture promotes this idea that “the key to fast growth is to recruit the best people it can find” (Salter, 1999). Explain how Trilogy’s culture might affect employee performance and how Trilogy transfers its new culture to new employees Trilogy transfers its culture to new employees by giving them the opportunity of mentoring and coaching. They are actively mentored to develop full familiarity with the company’s culture. This is how culture is transferred to new employees. Also, Trilogy’s culture affects employee performance in very big ways because it is highly influential. It makes them feel like they are a real asset to the company because they feel valued and included. It is because of efforts made like these in the area of OC that research also acknowledges the power of TU. It is claimed that millions have been spent by Trilogy to attract global attention “for its ability to beat out Microsoft Corp. for the brightest graduates from the most prestigious schools” (Hawkins, 2012). Evaluate how Trilogy’s practices related to organizational culture will help the organization remain competitive Trilogy’s practices related to its OC will help this organization remain effective and continue the competitive edge it has over other companies or firms. This is because the OC of Trilogy is based on the principle of on-going continued hard work. Such practices are in action at Trilogy which motivate people to take inspiration from their leaders’ behaviour. Trilogy has established its OC by advancing with the results in mind. This is very important because often leaders tend to deviate from the right course on the way to promoting ethics or other principles at workplace. Research claims that in case of Trilogy, “culture is the competitive edge” (Hess, 2012, p. 222). This suggests that TU has retained a competitive edge over rival companies for many years now because it does not promote a prosaic and dull workplace atmosphere which constructs a mechanic lifestyle. References: Aberdeen Group. (2012, Oct 25). Top 4 Healthcare HR Pressures and Challenges. Retrieved from http://blogs.aberdeen.com/human-capital-management/top-4-healthcare-hr-pressures-and-challenges/ Bateson, J., Wirtz, J., Burke, E., & Vaughan, C. (2014). Psychometric sifting to efficiently select the right service employees. Managing Service Quality, 24(5), 418-433. Bolden-Barrett, V. (2014). Confidentiality in HR Processes. CHRON. Retrieved from http://smallbusiness.chron.com/confidentiality-hr-processes-62091.html Child Care Human Resources Sector Council. (2014). HR Toolkit: Wages and Salaries. Retrieved from http://www.ccsc-cssge.ca/hr-resource-centre/hr-toolkit/compensation-benefits/wages-and-salaries Hawkins, L. (2012, Mar 09). Can Austin tech industry follow Trilogy’s example to replenish talent pool? Retrieved from http://www.statesman.com/news/technology/can-austin-tech-industry-follow-trilogys-example-t/nRk7M/ Heathfield, S.M. (2014). What Is Human Resource Development (HRD)? Retrieved from http://humanresources.about.com/od/glossaryh/f/hr_development.htm Hess, E. (2012). Grow to Greatness: Smart Growth for Entrepreneurial Businesses. Stanford University Press. Pizzi, R. (2011, Sep 14). Facing down the challenges of healthcare HR. HEALTHCARE FINANCE. Retrieved from http://www.healthcarefinancenews.com/news/facing-down-challenges-healthcare-hr Rao, V.S.P. (2007). Human Resource Management (2nd ed.). 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