Background
Vanz Adult Day Care appreciate that senior years usually come with a lot of complications and hence the seniors face a lot of challenges in their sunset years. Lonesomeness, restricted mobility, sickness and mental problems are very common and they can be very frustration and stressing for the oldies themselves and their caregivers.
For this case our adult daycare offers a win-win situation for the members of the elderly family. This is because it offers a safer, loving and gracious environment that seniors can get the social and medical attention they need. In an effort to offer the best service in Nashville Tennessee, we realize that our employees are the most beneficial assets in fulfilling the organization’s goal and mission.
Overview of the Organization
Vanz adult day care is designed to improve the quality of older loved ones by ensuring that they access better quality healthcare and have a chance to actively socialize and enjoy life. The facility offers and manages the elderly in the most enjoyable manner and in a stimulating environment.
With a professionally managed facility in place, we ensure that seniors enjoy autonomy and have dignity and as result, the caregivers get to enjoy peace of mind from the fact that they know their loved ones are getting proper level of care (Barbazette, 2006, p. 78). Our program is affordable to benefit the increasing frail of needy seniors.
How Does the Program Work?
A typical days starts when our client arrives at the facility located in Nashville Tennessee. This is a domestic organization only localized in this state. It hence faces competition from international and other local organizations operating in the area. Nonetheless, once in the facility, the individual is given the ongoing healthcare by our professional nurses. We also hire other professionals licensed to practice to offer specialized services.
There are other services including nutritional meals (takes care of special dietary needs); social services; fun-filled day (professionally designed programs that enhance independence, fitness, and companionship); community trips and social interaction with peers (occupational therapies). There are some individualized programs that are set to meet specific need of our clients and include health monitoring (O’Brien, 2003, p32).
Organization Structure
The facility is managed by a board of directors. The chief executive officer is also managing director and topmost management authority of the facility. This individual takes care of all the professional nursing practice in the facility. The incumbent CEO is the overall overseer of the strategic planning (Guest, 2002, p. 332).
Director of Nursing clinic and social services is responsible for services in specific programs and units. The person also takes responsibility of all the clients in the care units. He/she works in liaison with other directors to ensure professional practice and high quality of care to the clients thought the integrated system he/she take responsibility of diet, transport and environment services to the clients (Gibb, 2001, p. 318).
Director of Nursing information and special projects is responsible for integrating the computer and information technology and nursing into a design, planning, executing and evaluating the working processes (Guest, 2002, p. 332). This office offers support to others by technology advancement across the continuum of service.
Director of nursing administration operates 24 hours in management position and ensures clinical care to the clients. The incumbent is answerable to director of nursing clinic and socials services. The directors approve and adopt personnel policies though this is subject to amendments (Gibb, 2001, p. 318).
Director human resource is responsible for addressing worker issues ranging from salaries to resolution of disputes. The director also keeps all the contracts of the workers including the managers (Mayfield & Lunce, 2003, p. 134). He/she is responsible for preparing payrolls, job descriptions, employee benefits and addressing employees’ working condition. The working staff is comprised of full-time as well as part-time workers for various positions including teachers, nurses, nurse aides, accountants, administrative assistants, cooks, nutritionists, custodial workers and other support personnel as necessitated by the facility.
The organization has over the past few years of its existence established a culture of service to the society. This has been developed to level that their clients and our works are all satisfied with the environment at the facility. The policy of our operations is to attract employees by offering better payroll and good working conditions. The services given are person centered – services (Mayfield & Lunce, 2003, p. 134).
This has been achieved by introduction of better language for instance we do not talk of feeding areas or label older people as diabetics. Our clients work in very small groups so that they thy can get to know each other and talk. The clients are asked to be more involving. If someone goes to pick ice water, for example she/he is advised to pick someone to go with. If one needs to move a table they are encouraged to ask for help (Gibb, 2001, p. 318).
By this means, the center has been able to achieve a critical culture changes by low cost strategies. By bettering the way care is given enhances delivery and welcome from clients. Our culture is now proud to have achieve a for component culture; knowing every person, building relationship, defeating three problems (boredom, loneliness and helplessness) and finding a home in the institution by empowerment (Mayfield & Lunce, 2003, p. 138).
Plan Formulation
Our organization realizes that in order to keep up the culture we have established and even improve on it, its imperative that this is set in line with the organization vision and mission. Essentials values are the heartbeat of the organization. Our resources are well managed to achieve our main objective which is to be the best social and health care supporter to humanity in the world. It’s hence important for us to critically support our personnel which are the most important resources (Gibb, 2001, p. 318). This is taken care of by the human resource department.
The 21st century is a critical period in the growth of business and management of resources especially the information and communications and the human resources as these have become every critical for the development. The following are major functions of the human resource as identified our organizations:
- Human resource planning – keeping workers records, forecasting, career modeling and succession planning(Guest, 2002, p. 332);
- Employment and worker development – recruitment, training, selection, testing and orientation, primary and advanced skills training, devising working programs;
- Labor relations – solving employee concerns, monitoring, morale, labor management programs(Guest, 2002, p. 332);
- Compensation and workforce benefits – incentives, analyses of job performance, salary surveys and performance reviews, administration of useful policies, health insurance, designing vacations and sick benefits schemes (O’Brien, 2003, p32);
- Safety – making sure that the workplace complies with safety regulations like Occupational Safety and Heath Act, supervising security system, carrying out possible accident investigations, and evaluation of the physical environment (O’Brien, 2003, p32);
- Discipline – policy formulation and coordination, conduction of disciplinary measures;
- Personnel research – conducting opinion surveys, carrying out the Human resource audits, and analyzing work related statistics as well as publishing it.
The plan will however focus on recruitment and selection; compensation and benefits; performance management and training programs as the four categories that need to be addressed in our organization. Before beginning the process of recruitment, it’s important to know what the organization has and what it needs in terms of human resource (Barbazette, 2006, p. 78). This necessitates needs analysis.
Needs Analysis
The main purpose of carrying out training needs analysis is to evaluate the organizations’ requirements in terms of skills and knowledge achievement. The root cause of carrying out that type of analysis is to establish the gaps that exist. This is the evaluation of the difference between the skills, knowledge and motivation (attitude) the employees of the organization currently have and those that is actually needed to be able to achieve the objectives of the organization (Barbazette, 2006, p. 78).
First, is Identifying Problem Needs. This is the step where a reason for recruitment is determined. It includes the Identification of possible gaps in skills. Setting of the organizational goals is also done at this stage. The employee’s current situation is used to establish the cause of concern. Determining the Design of the Analysis is very important. This addresses how the organization will find out information about the skills and abilities that our workers have (Barbazette, 2006, p. 78).
Basically group discussions, interviews and surveys help this process a great deal. Our survey revealed that the quality of service to clients is very important. However the workers were not very momentous in giving the best service. Our operations management was lacking the zeal.
Second is Data Collection. This shall include conducting interviews, administering surveys and questionnaires; observation of the performance of the employees at work; carrying out focused group discussion and document reviews are done at this step to collect all the relevant information in every way possible. Open ended questions are usually very good and are in fact recommended since the respondents can give wider base of information (Brendh, 2005, p. 473).
Many people agreed that it was necessary to put the needs of the clients first and exercise professionalism. This was because of the respect they have for humanity. The elderly need better services just like other people. The few directors in place could not fulfill the increasing demand of the facility hence need of another director was suggested (Brendh, 2005, p. 473).
Data Analysis. Conduction quantitative and qualitative analyses and determination of the intervention as well as making recommendation constitute this stage. In some cases, subject matter experts can be hired to offer assistance in these analyses. This stage gives the difference between the current situation at the center and the desired situation. The assessment focuses on the job standard, duties and skills available to do the job versus what is missing. This is establishing the ‘gap’.
Several issues are identified here; they include problem or deficit that have to be solved; impending changes which include foreseen problems like new technology or chances in society culture (Brendh, 2005, p. 473); opportunities includes that chances that can be capitalized upon for the organization to gain a competitive advantage; and mandated recruitment or training which entail internal or external forces that necessitate training or new employees with the required skills.
Vanz was indicated to be lagging behind in ensuring that patient receive the best of care when they attend their facilities for assistance. The seniors just like any other grown up persons are entitled to rights of their own. These rights are supposed to be independent caretakers or doctors. This means that their rights should be identified differently and respected. The care providers on the other hand are expected to demonstrate professionalism and competence even when attending the elderly (Brendh, 2005, p. 473).
Third step is to Give the Feedback. A report is written at this stage and in some cases an oral presentation is made. This entails the results indicating the current situation versus the required situation. The difference is very important in revealing what the organization needs.
It’s here where the causes of the problems are indicated as well as the possible solutions. The organization then sets priorities. The entire report o determines whether the next step will go on- is training really necessary and recruitment as well (Brendh, 2005, p. 473).
Fourth is Developing Action Plan. The results obtained from the previous steps are used as the basis for developing, designing the training program and it’s evaluation or setting up recruitment criteria(Brendh, 2005, p. 473).
Recruitment and Selection
This is a basic function of the human resource department. The process of recruiting and selecting employees in employed to enhance organization’s competitiveness. The process of recruitment hence needs to be done in a way that it increases the strength of an organization (Brendh, 2005, p. 473). The process entails a systematic process of sourcing potential employees from a number of candidates to organizing and interviewing them. This usually requires a lot of time and monetary resources.
The process begins by identifying the vacancy that needs to be filled. This is determined by the information from the needs assessment that precedes this step. This section will list the positions that need to be filled and the number of people needed their duties and the required qualifications for the jobs. The positions identified in our action plan are a Director Operations and a Human Resource managing officer (Brendh, 2005, p. 473).
For the position of Director Operations, the description is to oversee day to day activities in the facility; to make sure that the Vanz admission of clients and services delivery is done efficiently. He/she will responsible for ensuring that there is payment assurance and that the overpayment as adequately managed (Brendh, 2005, p. 475).
The incumbent will be part of management team. The responsibilities will include; improving the operational systems, procedures and policies that uphold the mission of the organization especially management; Managing the increasing effectiveness of HR and IT support system support systems by improving such functions as well; supervising and coaching managers and junior workers regularly; implement efficiency measures and carry out the actual expenditures.
Qualifications will include knowledge of processes of nursing in general and community development for public programs; federal, state and local regulation of public health programs, program planning, implantation and development, tactics and principles of efficient employee supervision and development; sociological ad cultural issues in public health projects and ability to administer the functions in public projects; prepare reports, prepare ands interpret statistical data and coordinated activities of the community organization(Brendh, 2005, p. 475).
Training and experience requirements are that the potential candidate has a combination of skills and knowledge as a typical way of having the needed ability. This would be at least five year in public health nursing and two years of experience in administration work. The candidate must have a degree in nursing and also should have finished necessary studies for acquiring licenses from Tennessee State. The candidate should have completed a master’s degree in public health or related field. The candidate should have valid licenses and a registered nurse in Tennessee.
The human resource job description include advising on and implementing the policies that deal with personnel; deal with issue that touch on pay, work conditions, recruitment and work diversity; organize training for employee; carry out needs analysis and create corresponding action plan; evaluate HR activities in the organization; and assist in activities related and not limited to job analyses, research, compensation and workforce forecasting (Brendh, 2005, p. 477).
Requirements include having a bachelors degree in human resource courses; two years of relevant experience. The potential candidate must have career service eligibility. He/she should be proficient in computer packages especially Ms Office and other financial packages. He/she must possess excellent analytical capacity, conceptual thinking and good in managing multiple projects (Brendh, 2005, p. 477).
Table 1. Recruitment plan.
Compensation and Benefits
This sector ensures fair treatment and job satisfaction. Employees who are satisfied by their job have a significant level of productivity and consequently feel satisfied. Work productivity is shown to increase in organizations with more satisfied workers and vise versa. Absenteeism is very limited in organization with satisfied workers, satisfied workforce are less likely to give up their job hence turnover is reduced, satisfied workers tend to trust their organization and may give in services that extend beyond the normal job jurisdictions.
Vanz Adult daycare operates salary ranges with specific pay designated to certain jobs as determined by our reliable job assessment system (Storey, 2007, p. 23). The ranges are established by matching the median pay for workers in proper comparison to market point of the proper Vanz salary. Workers are compensated for overtime according to fair labor standards. The full-time non-exempt workers only work a maximum of 40 hours a week. The center hold annual performance appraisal best performing employees are awarded prizes to encourage and motivate them.
There is an annual salary increase program that sees the salaries increase in relation to the salary range and the market point. The new employees are usually paid according to the ranges in which they fall. Workers can get the minimum in that range but not more that the maximum in their specific range (Storey, 2007, p. 23).
Benefits include medical programs, travel accident insurances, elastic spending accounts, life insurance policies, education assistance programs, optional accident insurance programs and flexible leave options (Storey, 2007, p. 23). Eligibility, premium payment and coverage are established by worker appointment.
Performance Management
This process is one of the key functions of the human resource management and it’s very useful on the employees’ motivation. Basically it’s through this that workers get to know that their contribution is being appreciated and acknowledged. This is usually a continuous process between management and the workforce (Storey, 2007, p. 23). This is in the spirit of supporting the organization goals.
Since the process is a continuous one, it forms a cycle. The process begins by a planning process where the staff examines the expectation of the organization. They set performance objectives and individual targets are also set. A plan is then developed to direct the workers effort towards attainment of the specified goals and to sustain organizational excellence and success of the workers skills (Meyer & Smith, 2000, p 318).
Objectives and goals are discussed throughout the year and framework for achieving these goals is provided. At the end of performances, the performance of out worker is checked alongside the objectives.
Table 2. Performance Management.
Training Program
Manpower training is very essential for our organization. The world is continuous changing and new technology being adopted. For this reason we need our workers to remain competent. For the same reason there are programs in place for training workers once a year. The program entails refresher courses and support for advancing education skills (Meyer & Smith, 2000, p 319).
New technologies are being advanced on daily basis. Our business cannot afford to miss a change to compete with others as result training is very important. We usually carry out needs analyses to know what skills to train accordingly. For instance we have introduced human resource information system skills (Meyer & Smith, 2000, p 319).
HRIS is widely used in the acquiring, manipulation, analysis, retrieving, distribution and storing of information about an organization’s human resource. It is usually regarded as a service offered to the organization in the form of information. Nonetheless, the promise is that as the use of this instrument becomes more extensive, it’s likely that better software will be developed hence the future of this new technology is very promising.
Conclusion
The significant role that the human resource plays in many organizations can only be made evident by the evident by exposing the transformation of the workforce management functions from the system that focused on the employee welfare or the organization objectives to one that is all encompassing system that manages employee personal ambition in a way that blends well with the firms long term objectives and personal ambition. This means that the human resource is very essential in any business organization.
HR has greatly advanced. There are a number of factors that drive this changes both internal and external factors. The world economy and globalization phenomenon can only be attained by competitiveness of the organizations workforce meaning that the organization will have a competitive advantage over its competitors.
Human resource management is a way that a company or any other firm can use to manage its staff; in fact this aspect of organization has been identified as an academic theory of business functions which identifies workers or employees as resources with changing needs and ambitions. Workers are not just like other business resources like machinery, transport and raw materials as people ability to work depends on knowledge, training, and the processes set in place.
Reference
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