The students will complete a Case study assignments that give the opportunity to synthesize and apply the thoughts learned in this and previous coursework to examine a real-world scenario. This scenario will illustrate through example the practical importance and implications of various roles and functions of a Health Care Administrator. The investigative trainings will advance students’ understanding and ability to contemplate critically about the public relations process, and their problem-solving skills. As a result of this assignment, students will be better able to comprehend, scrutinize and assess respectable superiority and performance by all institutional employees.

ASSIGNMENT GUIDELINES (10%):

Students will critically measure the readings from Chapters 9, 10 & in your textbook. This assignment is planned to help you examination, evaluation, and apply the readings and strategies to your Health Care organization.
You need to read the article (in the additional weekly reading resources localize in the Syllabus and also in the Lectures link) assigned for week 4 and develop a 3-4 page paper reproducing your understanding and capability to apply the readings to your Health Care organization. Each paper must be typewritten with 12-point font and double-spaced with standard margins. Follow APA style 7^th edition format when referring to the selected articles and include a reference page.

1. Introduction (25%) Provide a brief synopsis of the meaning (not a description) of each Chapter and articles you read, in your own words that will apply to the case study presented.

2. Your Critique (50%)

Case Studies

Introduction

This paper is a reflection of my experience working at a hospital. I worked under human resource management at various levels; consequently, I had interdepartmental supervisors. My goal was to develop practical understanding of the hospital management system via my day-to day responsibilities. I was able to acquire vast practical knowledge in this sector. This paper contains organizational overview and characteristics of situations where problems arise. I will examine both internal and external factors pertaining to managing a hospital. Based on my observations and interactions with various stakeholders, the report provides recommendations for organizational improvement.

Organization Background

Richard Hallem founded the hospital in 1998 as a private health organization. Hallem Hospital provides both inpatient and outpatient services. It started by offering only outpatient services and from January, 2002, the hospital commenced its inpatient services with paid admissions of sixty beds. In February, a maternity ward of forty-eight beds was open for the baby business. The delivery services in the two wards prompted the opening of an operating theatre, which has three high-tech operating beds. The availability of Technical Human Resource, theatres and the wards has remarkably reduced hospital referral cases. In the month of July, twenty-eight beds were added and two rooms availed for Male and Female medical wards, both currently operational, and provides both curative and preventative healthcare (Cohen, 2019).

Characteristics and Situation

I worked at various levels within the hospital; however, my main concentration was at the human resource management office. As part of my orientation, I worked in several departments interacting with different employees in the organization. I spent some time in the records department, procurement office, biotechnology department, and the hospital registry but mainly I was in human resources, where I acted as a low-level manager who performed duties as directed by a supervisor.

Human resources in Hallem are composed of clinical and non-clinical staff responsible for public and individual health intervention services. They are the most important of the health system inputs; the performance and the benefits of the Hallem are dependant on the knowledge, skills and motivation of those individuals responsible for delivering quality health services, headed by Human Resource Manager (HRM).

Recruitment and selection is the major function of the human resource department in Hallem. It is the first step towards creating the competitive strength and the strategic advantage for in the hospital. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. While working in the human resource department, I was taken through the hospital recruitment process. It must be understood that recruitments are only done for casual employees the rest are sent by the government. I had no opportunity of taking part in the recruitment process. I participated in creating files for four the newly posted employees. Through a discussion forum, the human resource manager took me through the recruitment process (Robert, 2017).

I went through various aspects of hospital human resource management such as size, composition and distribution of the workforce; training issues; the migration of health workers; employment structure; handling claims, mediations, regulatory system imparting to human resources; and gender and diversity management. Each of these factor into my overall observation and understanding of this organization, and where improvements can be made.

Stakeholders Analysis

The most stakeholders that I came into contact with were the hospital employees, the management team and the suppliers. Hallem is supervised by a board of managers (or regents) with a chairman at the head of the table. The management system applies a neo-utilitarian approach with well-structured organization qualities, processes and outcome. The hospital is managed mainly through “employee focus” to improve the hospital production system. The management system embraces accountability, transparent and effective communication.

Hallem employees benefit from a management team that is engrossed in developing efficiency links. Hallem has work groups based on their skills and training experiences. The company has also ensured long-term relations with its employees through proper working condition, remunerations, good labour relations, promotions and enhanced communication system (Gefma, 2017).

Hallem management boasts being among the top leaders in organizational business, which has successfully integrated neo-liberal unitarism workplace management success. Employees at Hallem not only boast of an excellent working environment but long term employment opportunities. Hallem has embraced workplace diversity and the gender and racial employment ratio is an equal opportunity environment. The company had implemented employment opportunities for the elderly and physically challenged (Building an Exceptional Board, 2017).

The company embraces a policy of respect, fairness and tolerance towards employees. It reinforces this through a ‘Work Place Right Policy,’ implemented by TCCC in 2017. The policy provides complete guidelines to employee management. Employees have an open communication system that enables them to raise issues that the management promises to address, involving free dialogue and round table discussions and debates.

Hallem has a strong and healthy supply chain. Through its core principle of accountability and transparency, the company believes in a long-term supplier relationship. Hallem works with its suppliers through strategic cooperation and partnership. In managing supply chain, Hallem has direct and indirect procurement chains. Apart from just monitoring supplier product quality, the hospital communicates and renders research services to help the supply team. Supplier selection system is openly conducted based on product quality and supplier ability to meet company product specifications (Building an Exceptional Board, 2017).

The major challenge that Hallem faces is financial constraints to meet increasing customer demands. Health industries face a stiff competition that always calls for constant innovation. There are several challenges in hospital human resource management. Employees are hardly enough, while the hospital has limited funds to acquire enough casual labor. The Human Resource Manager is tasked with a hefty challenge of harmonizing different group segments in the hospital with different expectations of one another and management. As a result, the hospital management constantly faces push and full politics from groups such as nurses, doctors, orderlies and labour relations. Consequently, the hospital faces constant migrations of highly skilled staff members, often left with trainees to fill the gaps.

CASE STUDY CHALLENGE

• Students should be asked to read the case and discuss all procedures done and suggest a solution project.
• Mention, state and apply dynamics that’s smoothly help running a hospital from a managerial position is a job of politics, understanding, mediation, compromise and strength.
• Mention the goals you should apply to help move up the managerial ladder and take a leadership role,

3. Conclusion (15%)

Briefly summarize your thoughts & conclusion to your critique of the case study and provide a possible outcome for Recruitment and retention in the Human Resources Department.How did these articles and Chapters influence your opinions about Personnel selection and onboarding?

Evaluation will be based on how clearly you respond to the above, in particular:

a) The clarity with which you critique the case study;

b) The depth, scope, and organization of your paper; and,

c) Your conclusions, including a description of the impact of these Case study on any Health Care Setting and the marketing projects.