Better Health Association Human Resource department name Work-Force Improvement Plan
Introduction
There has been a high increase in population in Central Ohio in the last ten years. Many people have moved into the town searching for employment opportunities while others have moved because of educational purposes. The number of newborn babies also keeps escalating every year, which has led to an increased number of people seeking health services from our institution. The high demand has put a strain on our staff because of the massive number of people they attend. The Human Resources department aims to increase the number of staff to accommodate the demand. The addition of staff will help the institution provide state-of-the-art services and improve the well-being of the community.
Better Health Association Mission
To improve the well-being of individuals through health education, counseling, and detection screening programs.
Better Health Association Vision
To be the premier provider of state-of-the-art health services in the greater central Ohio region.
Strategic Goals for Department Name
- Secure interns to support the director’s goals by program and event.
- Recruit and train agency volunteers to ensure the expansion of agency and director strategic/tactical goals.
- Oversee all aspects of the hiring of any new staff person necessary for the success of agency goals. Includes: advertising, recruiting, screening, and providing overall acclimation to the agency.
SWOT Analysis for Department Name
SWOT Analysis
Strengths (internal strengths)
- The HR department has provided a conducive working environment that has motivated employees in their various roles.
- Employees in the organization have also shown work commitment despite the work pressure.
- The staff consists of professionals and competent individuals who are experts in their jobs.
Weaknesses (internal weaknesses)
- The department suffers from budget constraints, limiting its ability to recruit additional staff to cope with the demand.
- The employees continuously demand an increase in their pay due to the harsh economic conditions.
Opportunities (external opportunities)
- Due to the increased demand, there is a need to expand into new market hence the need for growth in the Human Resource department
- With the growing need for new staff, there is an opportunity to provide internship opportunities for students which will be a step in helping students in the community
Threats (external threats)
- There are constant changes in the wage laws that directly impact the department’s ability to pay the employees
- There is also steep competition for the workforce from other organizations that provide similar health services.
SMART Goals
Talent Acquisition
The Human Resource department aims at employing an additional 20 counselors and 30 nurses on a volunteering basis. The additional staff will help in teaching the community and providing disease detection services. Recruiting a single counselor is $300 while recruiting a single nurse is $500. It is a practice that has been carried out before and turned out successful. Any smart goal needs to be realistic, and this goal is realistic for our human resource department because some NGOs like the UN and other well-wishers have made monetary donations in the past to support this activity. The talent-acquisition is aimed to be carried out within a time frame of six months. With the new workforce, it will be easier to provide state-of-the-art services and improve the community’s welfare.
Talent Development
There is also an urgent need to train the volunteers recruited to absorb the pressure associated with the high demand for services. An excellent smart goal should have a well-outlined time-frame. The Human Resources department aims at developing its current talent by training the 50 volunteers. It will be achieved by hiring professionals to teach the volunteers how to work under pressure and quicker ways to attend to the customers. The talent development process will take six months and cost $2500. It is an achievable goal because most of the volunteers are trained students and only need to be taught a few techniques. After training the volunteers, they will provide unique and high-quality services that are in line with our vision.
Tactical Plan for Department Name
Through tactical planning, it is possible to break down the goals of the department into workable tasks. To acquire the right talent for the organization, the department will establish a task force of 10 individuals responsible for recruiting new volunteers. The department will advertise for the vacancies on its website page and social media platforms like Instagram and Facebook in September. The advertisements on the vacancies will run for a whole month and will be carried out by our IT expert. At the beginning of October, the appointed task force will carry out interviews for the shortlisted candidates. A budget of $500 will be required to provide refreshments for the task force and the interviewees. The interview process is expected to last for three days. The panel will then have a week to analyze the results led by the human resource manager. Successful candidates will be contacted to join the organization in January 2021. With this addition to the staff, there will be an improvement in value in the organization
The second tactical plan will be regarding talent development. The department will send advertisements about the teaching jobs to various institutions that offer health studies. The advertisements will be sent in mid-November by our secretary. Our appointed task force will then hold interviews at the beginning of December for the most appropriate professionals. The interview process led by the Human Resource manager will also need a budget of $500. The five successful candidates will then be contacted to start the evening training program of our volunteers in January till the end of April. This exercise will make our volunteers more professional and in a better position to provide state-of-the-art services.
Summary
The Human Resource department of Better Health Association strives to increase the workforce of the organization. It is because of the growing demand for services from the community due to the ever-increasing population. The department plans to recruit an additional 20 counselors and 30 nurses to help serve the community. It also plans to offer the volunteers training to make them more professional and teach them how to cope with work pressure. These two goals will make the organization provide state-of-the-art services and lead to individuals’ improved well-being in the Ohio community.
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