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Legal and ethical tension maintaining confidentiality and sharing information
Legal and ethical tension maintaining confidentiality and sharing information
Legal issues relating to confidentiality
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The Administrative support is totally lacking with the staff and clients. It has failed in its responsibilities of record keeping by using different storage facilities within disposal, improper handling of confidential matters for employees and staff. For instance, often times, employees are given forms to update their information whereas, employees turn in their updates of information through the administrative manager any time there is a change on personal information on the ground the updated ones from the staff are not found. The indication of this is that administrative support is not there with the administration in keeping confidential document since there is possibility of social security number, date of birth, medical or credit information may be stolen. A failure in administrative support has shown paperwork including medication order, has missed on transit to the corporate office letting loose of confidential information from the residential homes due to the traditional way of keeping records. Staffs have been invited to the office to the office to redo the paper work or do corrections, which failure to attend end would deny the pay check for that period until the paper work is updated. Information is not properly relayed from the office to the residential homes. For instance, staffs are always embarrassed when state inspectors pay visit at the residential homes for auditing, or maintenance crews scheduled to fix things deficiencies without …show more content…
The failure on the side of the HR is the failure of the entire organization because of their role as human manager. The employees in the healthcare certain know their right and limitations in their functional role and actually know when such rights are infringed by the facility. Being on the defensive by these workers, result to the consequences of the employees revolting in the form of refusal to put in their time for the facility when
Direct supervisors are not trained to ensure consistency when training employees at worksite facilities. The trainees were
In this assignment I will be discussing the follow up questions following Chapter Ten in the assigned reading. The assigned reading is called “University Hospital,” The questions I will be answering are; Do you think the scenario in this case is unique to University Hospital, or do other academic medical centers approach HRM and HIT in a similar piecemeal, ad hoc fashion. What suggestions would you provide to the senior management at University Hospital to improve HRM and HIT functions? I will also be providing my research to back up my findings to the assigned reading.
Organizations that have this type of requirement usually assume a vertical organizational structure, with many layers of management, with the majority of the staff working in very specific, narrow, roles under authority. The many layers of management are designed to make sure that no one can throw the system off. This structure also ensures that tasks are performed correctly and accurately. Touro is a perfect example of this. Touro’s structure consists of a board of directors, which oversee the facility as a whole. Executives come next. The Board of Directors leaves it to Touro’s executives to see that their decisions are carried out and performed successfully in the daily operations of the hospital. Furthermore, each department has a department administrator which report to the executives about a specific operation system of the hospital. Last but not least come the patient care managers which directly oversee the medical providers. An example of a patient care manager would be a Charge nurse and the medical providers he/she would oversee would all the RN’s in the specific department for which they
Module two deals with external influences in healthcare administration and the conflicts that may cause lack of growth in the organization. External influences can range from society, stakeholders, staff, and patients. Health administrators should be in agreement with staff and physicians to maintain proper ethics and safety for everyone. Society has a big influence of healthcare organizations with spending their money towards health insurance, medication, treatment services and exams. As long the healthcare organization has a well reputation built on trust, then consumers will spend on that healthcare organization. The stakeholders that take part in external influences on ethics are the vendors, technology specialists, maintenance, insurance
“Hr is shifting from focusing on the organisation of the business to focusing on the business of the organisation” (Zulmohd 2011). David Ulrich points out four distinctive roles of HR which makes the organisation most effective and produce competitive advantage. He planned to change the structure of HR function and build HR around roles. The four key HR roles identified by Ulrich, one HR business partner/strategic partner – aligning HR and business strategy which plays an important role in setting strategic direction. It builds strategic relationship with clients and strategically manages the development of the workforce. The second key role is administrative expert which creates and must deliver effective HR processes made to tailor business needs. It also involves managing people and HR related costs. To continue to the third key role, change agent which understands the organisations culture, and takes the responsibility to communicate those changes internally and gain its employees trust. The final key role identified by Ulrich is employee advocate which is a core in HR role represents employees and helps to improve their experience, protect employees’ interests and confirm strategic initiatives are well balanced. Employee advocates must also “ensure fair, ethical and equitable people processes and practices.” “David Ulrich’s HR Model is about defining the HR roles and
Human Resources need stop be aware of how Miranda is treating her employees and they need to be paying fair remuneration to all the employees that work over time as well as how Miranda is being inconsiderate of her staff and their lives, Human Resources should constantly be involved with the lives of all the employees in all the departments to ensure that they are happy with their work hours, and what they are being paid and as well as being happy with how they are treated to ensure an positive and productive work environment w here goals and profits are
Implement complaint policies and procedures – Make available employees with the ability to fill a complaint by providing; a toll-free number, a process for investigation, Overtime policy in writing and posted, payroll integrity policy. (shrm.org,
The censoring of violent video games has been a controversial issue since the early 90’s to the present time, and has been growing more and more with the advanced graphics that have been developing each and every year. (Including the fact that people react even more to the unexplained missions that they give in video games). For the good of society violent video games should be banned.
The Importance of Accountability Paper Having accountability is imperative with health care facilities; it embraces each employee responsible on every day for basis for their actions and tasks. When holding employees accountable for their work it can assist in the creation of the accountability for each part, composition, department, and business plane of the group. It is deliberated to be a presentation administration method and it to the amount of the characteristic in the industry along with improve it. (O'Hagan & Persaud, 2009). “The good leader works hard to make sure that there is little transfer of accountability from the staff to the leader when it comes to accountable decision making” (Porter-O'Grady & Malloch, 2007, p.116 ).
Human resource management (HRM) processes are crucial to the success of an acute care hospital facility. In this paper, I will give insight on how HRM processes have to align with the organizations goals and objectives in order to operate successfully. Hiring, training and benefits are a few of the major roles that human resources control in an organization. Therefore, it is important that human resource managers are abreast of all current policies and procedures.
Human Resource Management is defined as the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, 2010). A more detailed definition is given by the Society for Human Resource Management which states that “human resource management is the function within an organization that focuses on recruiting, managing, and providing direction for the people who work in the organization” (Schmidt, 2011). The role that human resource management plays is the most vital in all business organizations. This importance is easily seen in running a health care facility. Human resource in health care is important in improving the overall patient health outcomes and the delivery of health care services.
department for compilation of the customer’s file, and this file will be checked by the hostel
If, however, the company is unwilling to address the issues, this may not be the culture that is right for the HR Manager, and he may consider moving to a company that is a better
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)