Healthcare Policy and Transitional Care Application Memo
Part I: Policy and Procedure Memo
To: The CEO
From: Director of Human Resources
Date:20/7/2020
Subject: HR management policy
For sometime, there has been significant disparities in the human resource department, which have utterly affected routine operations. Several groups of employees have complained of unjust treatment, mainly from the aspect of progressive discipline and corrective procedures. Also, there is notable criticism on the traditional HR policies applied in the institutions, which some employees consider as outdated and biased. Furthermore, the inconsistencies are accompanied by numerous injurious treatments and medication inaccuracies from the nursing team, that forced the management to implement new mitigation policies. The current situation puts the institution at a risk of a major catastrophe that could be detrimental for operations, quality of care, and patient satisfaction in the long-term. Thus, we it’s essential to implement an integrated policy that will ensure the both the nursing and management staff are geared towards one direction.
First, going forward, the human resource department will make regular changes to the traditional policies applied in the institution, with consultation from managers and employees. Changes are vital for combating the implementation inconsistencies reported by staff members and because the institution is operating in a sensitive, bureaucratic, and dynamic industry. The cross-level participation is an integral component of formulating personnel policies, as it also helps in successful implementation. Also, the interaction will ensure the HR department serves the needs of both line managers and employees and builds close coordination between the two groups. The participation of all levels of employees is welcomed and encouraged at both the formulation and revisionary stages of personnel policies.
Second, the human resource department will streamline communication channels to ensure that policy changes are known and understood before they are used to guide action. Some employees inadvertently make mistakes due to insufficient understanding and awareness of expected conduct. The participation of the nursing staff representatives in the initial formulation stages of policies will help communicate their needs properly, and solve technical inconsistencies. When line managers and department supervisors and conversant with personnel policies, sharing information with the nursing staff becomes easier. However, for effectiveness, the HR department will communicate directly to employees through formal booklets that will outline rights, duties, and privileges. Properly constructed policies should magnify the value of employees, line managers, and the community.
Third, successful implementation of policy changes will require that the nursing staff and line managers understand the plan in a mutual sense. The conflict in the institution primarily stems from inconsistencies in interpretation of policies between the management and several groups of employees. Therefore, communication and implementation of policies should be a joint responsibility between nursing staff, line managers, and HR management. Each party has the right to be involved in decision-making and their participation will ensure policies are implemented effectively and amicably. Conclusively, the robust size of the institution necessitates the implementation of an integrated approach to making policy changes to ensure the needs of each employee are represented and to streamline the understanding of rights and responsibilities.
Part II
Question I
The first step in solving an institutional disagreement is defining and clarifying the exact problem. Human resource managers should identify the heart of the conflict and get all parties involved to agree on the cause. They should gather significant information and identify what needs from both sides that aren’t being met. After theidentification process, the HR needs to define a common goal between the conflicting parties. Both sides need to establish the intended outcome of the disagreement, which will encourage them to collaborate, and end the conflict in the process. Also, the HR manager needs to identify strategies of achieving the mutual grounds and determine underlying barriers. The latter involves defining and acknowledging various elements in the situation that can’t be changed. Both sided then need to agree on the best resolution by finding a common ground. For effectiveness, they also have to acknowledge their responsibilities and position in the resolution.
Question II
A personnel policy manual is typically a pre-planned guide that communicates expected outcomes and objectives. It outlines the rules applied by managers in handling human resources and dealing with personnel-related issues. Also, the personnel policy manual is applied in decision-making situations to promote fairness and to eradicate prejudice. It lays a proper foundation for consistent administration. On the other hand, the employee guide is a formal document that outlines an organization’s operating procedures. It’s presented to human resources in the initial stages of employment to enhance their familiarity with policies and expected conduct in the workplace. Also, the manual highlights vital legal information, like equality in hiring policies and safety procedures.
Question III
During the policy development process, the team needs to identify the necessity of drafting support procedures. If there is an identified requirement, a team consisting nursing staff, line managers, and departmental representatives will be involved in conceptualizing procedures. The process will involve several key stages including, information gathering, drafting the procedure, and assessing design elements. All procedures should be action oriented and should demonstrate what readers need to understand. Periodic surveys and policy deadlines will help in evaluating the progress in the administration and updating of procedures by line managers.
Question IV
Generally, most organizations require policies and procedures to be reviewed annually, but it’s recommended to perform them beforehand. Also, the presence of inconsistencies and complaints from human resources on the administration of policies necessitates a prompt evaluation of polices. Primarily, the human resource department has the sole responsibility of reviewing and updating policies and procedures, but there is a growing necessity of involving top-level managers, for efficiency and effectiveness.
References