Associated Memorial Health Center - Assignment Example

Associated Memorial Health Center This is a family practice clinic that has 250 employees and nine locations that serve suburbs in a large city. The organization is facing various HR issues. The problems identified are grouped into four categories that include retention issues, staff complaints, patients concerns andclinical incidences. Part A: HR training and development responsibilities that would address the problems in the case study From the case study, we have seen that AMHC management is experiencing challenges in achieving goals and objectives of the organization. Therefore, the organization should address various HR training and development responsibilities to assist in problem solving. Training and development refers to the formal and on-going efforts of an organization to improve performance and self-fulfilment of employees through a variety of programs and methods. AMHC should be involved in different training and development programs that will assist the employees to improve their services in the organization (Real, Roland& Leal, 2014). HR training and development responsibilities that address the problems in the case study include: AMHC HR should be involved in finding ways that will enable staff to enhance their career growth and development. Therefore, this HR responsibility will assist in solving the retention issues especially turnover rate in the organization. Most of the retention issue arise due to high turnover rate of current staffs in the AMHC. There is also poor communication between staff and supervisors in the organization and late performance reviews and lack of promotional opportunities. These problems lead to high staff complaints. Therefore, AMHC should address the communication issues through proper training of both staff and supervisors. They need to be trained on the importance of the communication. HR managers should address the issues of performance reviews immediately. Staff needs to be trained to enhance opportunities of getting promoted in the organization. Proper training through leadership and management programs give staff opportunities of being promoted. HR should design training and development programs that change the behaviour of staffs towards patients. Some of the issues that can be addressed include inattentiveness to patients by staff, rude behaviour towards patients and patients waiting for long without getting any assistance. This behaviour can be changed and the only way is to train the staff importance of providing clinical services efficiently. Another problem highlighted in the case is that of poor quality of x rays taken by staffs. There is also improper filing of documents, leading to missing of some reports. Therefore, HR should take the responsibility of looking for programs that will train on ways and strategies of taking quality x rays. Part B: training and development responsibilities that HR should share with AMHC's management in solving the problems above In the modern workplace at AMHC, HR should take training and development responsibilities as the first step to solve the problems that are there in the organization. below are five training and development responsibilities that HR should share with AMHC's management in solving the problems above: Management needs to supervise development and implementation in the area of training and development planning system and monitor the progress of the training programs offered. It also needs to facilitate the flow of information and recommendations about existing needs for training and development policy, efforts, and future needs. Management also needs to be involved in facilitating and overseeing delivery of training to employees in the organization. This can be done by compiling and presenting information to management regarding the need for training and development of employees in the organization. Management should design self-study training and development programs (Pettigrew, 2014). The Internet will facilitate the learning and development programs because it is efficient and cost effective. Therefore, the administration must be responsible in designing these training and development programs that will help employees improve services to patients. More so, it should also take the responsibility of instilling programs to staff that have proper negotiation skills to enable proper communication between supervisors and staffs. In addition to this problem, leaders in the organization should also put in place supervisory training module that is useful to supervisors in the organization. Part C: Factors that Organizational Orientation would help resolve Organization orientation refers to the organization capability to identify and interpret changes in the environment and trigger responses to ensure long term survival and success of the organization. The new hires in AMHC will be introduced to the new roles and retention of the new members facilitated through proper organization orientation and socialization. Organizational orientation would help to resolve the following: Organization orientation will help staff to form working relationships and find a place to fit in the organization. This will reduce turnover of staff from the AMHC. The orientation will enable new employees to feel comfortable with the job and social relationships (Sung & Choi, 2014). The staff will become more interested in the company evaluation of performance and learning career opportunities within the organization. Through organization orientation, staff will be able to understand the organization goals and values. This will assist them in maintaining integrity of the organization. Therefore, solving the problems of patients concerns identified in the case. In addition, there is also performance proficiency in the organization. Staffs will learn and master skills, knowledge and abilities required in performing tasks in the organization. This will help in solving the problem of poor x rays and misplacement of files and records. Organization orientation solves the problem of attitudes towards organization and work. Orientation instils positive attitudes towards the organization and staff, enhancing provision of services by the new staff. Part D: Factors that Departmental Orientation would help resolve Departmental orientation is set to nurture the entire career of the new employees within the organization. New workers are required to know and understand departmental specific information. The benefits that departmental orientation will provide include: It will help in improving the retention rate in the organization, thereby minimizing the staff turnover. Secondly, it will reduce mistakes in the organization. AMHC had several mistakes, such as taking poor quality X rays, lost files and records and delays in reporting. However, departmental orientation will assist in reducing such mistakes within the organization by equipping the employees with specific skills pertaining to a particular department. Departmental orientation helps in improving customer services and positive attitudes about the department. Therefore, this helps in improving behaviour of staff towards patients. More so, departmental orientation will improve services offered to patients and reduce patient waiting time. Departmental orientation improves communication between supervisors and new employees. In AMHC, there is poor communication between the supervisors and the staff hence departmental orientation will solve this problem (Wilson, 2014). Departmental orientation provides employees with organized information makes the new job manageable and helps them to adjust to the environment more comfortably. Conclusion In conclusion, AMCH needs to implement training and development programs that will enable staff to gain new knowledge and skills at work. This will enable staffs to enhance their performance and the services they give to patients. The new skills will improve the quality of X rays taken by the staff hence reduce the chance repeating the process. HR managers also need to improve performance review to reduce staff complaints. References Pettigrew, A. M. (2014). The politics of organizational decision-making. Routledge. Real, J. C., Roldán, J. L., & Leal, A. (2014). From entrepreneurial orientation and learning orientation to business performance: analysing the mediating role of organizational learning and the moderating effects of organizational size. British Journal of Management, 25(2), 186-208. Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), 393-412. Wilson, J. P. (2014). International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations, 28(2). Read More