Wide Range of Human Resource Policy - Research Paper Example

? Human Resource Policy Human Resource Policy Introduction Doctors and health workers face a wide range of occupational hazards, which jeopardize their own safety and the safety of the patients who come to the hospital to seek treatment. These hazards in this occupation may be aggravated by the fact that doctors and health practitioners handle a lot of sharp objects, which can accidentally pierce the skin and cause infection. Studies have proved that most infections result from needle stick injuries. Several human resource laws and policies have been formulated and implemented to ensure that health personnel handle needles and other sharp objects in their space with extreme care, without any compromise to ensure that the injuries can be prevented in all ways possible. This paper will explore the policies that govern the proper use and disposal of needles and sharp objects in hospitals or nursing homes. #1 The human resource policy describes the rules that are formal and guidelines, which organizations employ to hire, reward, assess and train individuals who join the workforce of the enterprise or organization. When these policies are disseminated and organized in a form that can be comprehended and utilized easily, they can preempt numerous misunderstandings that emerge between employers and employees (Delpo, 2000). These misunderstandings can emanate from the infringement of the rights of employees by employers or ignorance of the responsibilities and duties of the employees in the business premises. In most cases, the policy of a business is written on a paper in a formal way to ensure that every employee gets access to the policies when they sign job contracts in the business. Further, written policies can be employed with extreme consistency and accuracy, and they ensure that the business is run in a consistent way with consistent decisions. Moreover, the policies of the human resource can save the company in case of a law suit, which could unearth the issues of employee’s rights and the interests of the business. Unless the business organization has clearly written human resource policies and laws, then the business will suffer from the law suit. Respect to the human resource policies is the core objectives of every worker, especially those who work in hospitals and nursing homes. It has become evident that these policies govern the association between the employee and the employer, and any breach in the contractual performance of duties will result to detrimental challenges (Storey, 2007). The workers in the nursing homes should respect the agreement that they had with their employer, and perform their duties to the expected standards without compromise. #2 The perspective of the roles of human resources depends with the person asked and the experiences of that person with the human resources. Further, the degree of interaction that an individual has experienced with the human resources can also influence the response that one gives regarding the question of the roles and processes (Delpo, 2000). Human resource represents policies and views of the organization, as well as the traditions and the culture that the organization wishes to instill, adopt and empower. In this position, human resources enhance the reputation of the company and the employer (Mathis, 2011). For instance, human resources ensure that the information about the company is not exposed during recruitment and enrolment of employees. In addition, human resources ensure that employees work towards the attainment of the organizational objectives. Furthermore, human resources provide an avenue for employees to air their grievances or seek an arbitrator to mediate the issues and challenges that face employees at the work place. The interests of the employees are represented by this department, though the department cannot skip the constraints that the organization sets. #3 Job analysis describes the process used in the determination of the requirements of work or task and duties of that job. Further, the significance of these duties of a job can also be described in job analysis and verdicts may be made on the information that is collected on a job (Mathis, 2011). The essential part of job analysis is that it does not include the analysis of an individual, but the information and data that is collected only on the job alone. Job analysis has a crucial purpose in organizations; it can be employed to document and establish the relatedness of different jobs in the procedures of employment (Storey, 2007). For instance, procedures of training, performance appraisal compensation and selection require a keen job analysis to ensure that desirable outcomes are obtained from the exercise. Staffing levels and mix are determined by many factors, which must match with the requirements of the business entity. Among the most significant factors include the constraint of financial resources of the organization and the availability of professionals who may be needed in various departments (Delpo, 2000). For instance, the jobs that demand intensive labor should be matched with an exact allocation of personnel, which ensures that shortages are not experienced during service delivery. This example fits well for the hospital and clinical personnel. There may be jobs that require an already determined staff number, but the job analysis facilitates the management to assess the skills level of the staff members (Mathis, 2011). For example, a health facility requires a standard number of personnel for it to be operational. Further, the level of skills of workers affects staffing; one employee with many skills can multitask and perform many duties, which would have required the organization to hire another worker for the job. #5 Regular performance appraisals are common at my work place, and they are done quarterly. #6 The purpose of performance appraisals is to facilitate the organization to evaluate the employees and determine the value of their input in the organization. The results from performance appraisal help organizations to determine whether they are well equipped with competent skills, which may be required to perform various tasks as per the expectation (Delpo, 2007). Further, the appraisals can be regarded as essential for the organization to determine whether training of employees is required. The outcome establishes the gaps in knowledge and skills within the organization. Furthermore, performance appraisals motivate employees who are low performers to work hard so that they can perform better in the next appraisal. This facilitates the employees to develop the motivation of hard work and this translates to success in the organization. #7 Reviews may or may not be tied to rewards that are monetary because the rewards that follow these reviews depend on the culture and traditions of the organization (Storey, 2007). There may be times when the reviews can be rewarded through monetary tips and employees who perform excellently in the reviews might obtain salary increments or bonuses. Further, employees can easily attract promotion and career growth if their performances in appraisals are outstanding (Mathis, 2011). However, there are situations when the reviews are not associated with monetary benefits, and employees are given verbal praises and certificates of excellence. In conclusion, human resource policy describes the underlying rules, regulations and guidelines, which govern the operations and duties of human resource department. Needle-stick injuries are injuries that result from sharp surgical objects, which have records of spreading viral and bacterial infections. Performance appraisals are essential in organizations since they facilitate the organization’s leaders to determine gaps in skills and knowledge among employees, and establish the necessary training programs. Staffing and level mix is an essential exercise in an organization; it helps organizations to avoid unnecessary hiring of employees to perform duties that can be performed by other people in the organization. Reviews may or may not be tied to monetary rewards since the rewards that follow these reviews depend on the culture and traditions of the organization. References Delpo, A. (2007). The Performance Appraisal Handbook: Legal & Practical Rules for Managers. London: Nolo. Mathis, R. L. (2011). Human Resource Management: Essential Perspectives. New York: Cengage Learning. Storey, J. (2007). Human Resource Management: A Critical Text. New York: Cengage Learning EMEA. Read More