Community Hospital

Located in Kelsey, Patton-Fuller Community Hospital is a non- profit organization that aims at providing specialized medical services to the inhabitants of the town. Services provided include emergency medical care, labor and delivery services, surgery, radiography and physical care. In addition to that, the hospital provides programs aimed at supporting the health and welfare of the local community. The objective of the hospital is to be a healthcare organization of choice for patients, healthcare professionals and physicians.

The hospitals human resource re has strengths, weaknesses, threats and opportunities which need to be considered to make the objectives of the organization a reality (N. A. , 2009). DISCUSSION Strengths The strengths of the human resource will characterize of the positive attributes of it. Organized clinical and administrative functions give the employees directives concerning the goals of the organization. Division and specialization of labor in the hospital is strength. Rather, the presence of qualified and experienced staff is another good aspect of the organizations’ employees.

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Unwavering dedication of the employees to provide excellent service and further addition of new practitioners to make sure that the different skills are harnessed to give the best specialized care to the patients (Armstrong, M. , 2006). Weaknesses Although the company has control over the human resources, other factors reduce the effectiveness of the employees. Specialization of labor is aimed at improving the service delivered. Functional rivalry or conflicts arise from this too. This is caused by the disagreements caused by different opinions on the procedures and delays in work this reduces accountability.

Clear and measurable performance levels are dependent on that. Practices and policies also contribute to this. A good example would be the lack of privacy of employee files especially those that are accessed through the computer. Limitation of staff for various specialties frequently leads to overburdening and often requires advertisements to cater for that (Bratton, J. , Gold, J. , 2001). Opportunities Opportunities are the factors that are in the external environment that can be of help to the organizations human resources. Good reputation of the organization is one such factor.

The reputation will create a good impression of the company and other employees would like to be in the organization. Collaborations with suppliers are another factor, suppliers will advance the technology of the organization and this will foster more human resource activity (Sims, R. R. , 2007). Threats Factors that the company has no control over may be hindrances to the performance of the employees. Rise in healthcare costs will cause an upset in the normal routine of work. The customers are the most affected. Adverse effects may lead to underutilization of the staff due to reduction in the number of patients due to affordability.

Competition with the other healthcare providers will also have an impact. Poaching of the best personnel is the frequent occurrences with competing organizations. Addition of staff also becomes a problem due to the increment in demand of the medical practitioners. Formation of consumer group might be another result of the competition (Yilmaz, A. K. , Flouris, T. , 2009). Trend analysis Performance is the main concern of the human resource section. Specialized care due to the recruitment of experienced personnel and the specialization of labor is an improvement.

Information systems have lessened the bulk of work and improved the facility. Loss of documents and the ease of finding patient documents, faster preparation and issue of payrolls are just a few of the benefits the employees have accrued. Collaborations with suppliers to make sure that the facility is up to date with the technology to improve service delivery are another emerged trend. Summary The organization has good staff there are many strengths in it. Organization, specialization and division of labor, qualification, experience and dedication are the key strengths.

However, several other factors reduce the performance of the employees. They include rivalry or conflict, bad practices and policies, limitation of staff and lack of accountability. Despite this, opportunities like technological advancement and good reputation of the organization help to improve the human resources. Nonetheless, other factors that the organization has no control over also reduce the effectiveness of the employees. They include the rise in healthcare costs, conflict among employees, competition and the formation of consumer groups. Response and recommendation

Internal weaknesses should be eliminated since these are factors controllable by the organization. Before we look at any other means of improving the human resource in the organization the first step should be to identify the loopholes within and align them. I would recommend that the problems communication between the staff, respect among the employees and formulation of standard procedures should be encouraged to reduce the problems of narrow specialization. Frequent evaluation and updating of the human resource practices and policies to abide by the regulations like privacy.

As the healthcare costs increase, the employees should put more effort to make sure that the patients get satisfactory services and get their moneys’ worth. Motivation and incentives should be given to the employees to get them attached to the organization this is an effective method of dealing with cases of poaching that are common in competitive environments. Patton-Fuller community Hospital has not effectively created the culture of caring for the employees of the hospital. Though there are very good working conditions, there is need to keep the employees contribution in mind.

This gives the employee attachment with the organization. Motivation of the employees gives them the urge to work hard. Incentives because of good performance are another useful tactic of stimulating the employees’ loyalty (N. A. , 2009). Regulatory environment constitutes of the policies that have been put in place. Largely the regulatory environment stepped in to protect the employees’ privacy. Many aspects are considered in this. First, there is the aspect of employee information. Employee information is supposed to be kept confidential between the employer and the employee.

Putting the employees’ information in a website or a place where anyone can access it is an infringement to this right (Docshare, 2009). Secondly, in some cases there may be need for the testing of drugs on the employees. This can be during a promotion and suspicion of use during working hours. Unreasonable drug test is not acceptable unless within the probable causes stated previously. Thirdly, employees frequently use the e-mail for communication. Any misuse of this facility puts the employee in jeopardy. Under the regulation, the employer can access the e-mail of the employee without violating the privacy of the employee (Docshare, 2009).

Fourthly, telephone conversations should not be used for personal gain in the hospital. There use should be limited to official use only. Phone tapping is not one of the measures taken by the hospital to curb misuse of the telephone. In the following years, the privacy regulation was amended and banned the tapping of oral and wired transmission. Other regulations on the confidentiality of the patients’ information are enforced (Docshare, 2009). Finally, the use of video surveillance in the hospital for security purposes is also under the privacy regulation. The cameras should be put in tandem with the rules governing privacy.

One of the requirements of the policy is notices warning of surveillance in the areas where they are used. Largely the privacy policy has influenced the human resource management in the hospital (Docshare, 2009). Human resource management entails making sure that the human resources work cohesively to achieve set goals and objectives. Cultural concerns of the autonomy of people specialization of the employees. Human resource management also tends to change the cultures created in the organization. Human resource management requires integrating the method it uses with the cultures that the people are used to.

Judgment, use of historical data to predict the future, benchmarking and the use of skill inventory management should be used to determine long-range human resource needs (Mazen, S. A. , El-Kayaly, D. I. , 2002). Executive summary A study to determine the strengths, weakness, opportunity and threats of the human resource management in the hospital has revealed that whereas we have several strengths in our organization, a lot has to be done to counter especially the weaknesses that the human resource department is facing. In summary the strength, weakness, opportunities and threats of the human resource are

Strengths • Organization of clinical and administrative functions • Specialization and division of labor which improves efficiency • Experienced staff • Dedication to giving high quality services to the patients • Qualified staff who are accurate and professional Weaknesses • Conflict and rivalry among the employees • Bad practices and policies • Limitation of the staff • reduction of accountability Opportunities • Good reputation of the organization to the public and the practitioners • Advanced technology to foster more human resource activities • Collaborations with the suppliers Threats

• Conflicts among the employees • An increment in the healthcare costs • Competition from other healthcare providers in the surrounding area • Formation of consumer groups In that regard, a trend analysis of the human resource shows an improvement in specialized care, an integration of information systems to help the employees and collaborations with the suppliers to make sure that the hospital is up to date with the technology in the market. In response to that, the weakness should be tackled immediately to make sure that there is no factor that is in the control of the company that hinders effective service delivery.

The following are my recommendation to tackle these problems ? Formulation of standard procedures of doing some activities ? Subject the employees to a seminar on the importance of respect and communication ? Frequent evaluation and updating of the human resource practices and policies ? Employee motivation and giving of incentives to attach the to the organization and urge them to work harder Abiding by the privacy acts and other legislature that is involved with the human resources in the organization is important.

This safeguards the image of the organization as a centre of choice to the patients and the medical practitioners. Employee documents and information should be kept confidentially, ensuring that the communication used in the hospital is used for official use without infringing the rights of the employee. Drug use in the hospital should be put in check too in accordance to the regulations governing drug testing. All this for the cohesive association of the human resources to achieve the set goals and objectives of the organization. REFERENCES Armstrong, M. (2006). A handbook of human resource management practice.

London. Kogan Page Publishers. Bratton, J. , Gold, J. (2001). Human Resource Management: Theory and Practice. New York, NY. Routledge. Docshare. (2009). Constitutional Rights in the Workplace Patton-Fuller Community Hospital. Retrieved on 12th July 2010<< http://www. docshare. com/doc/88442/Constitutional-Rights-in-the-Workplace-Patton>> Mazen, S. A. , El-Kayaly, D. I. (2002). Conceptual Design for a Strategic Human Resources Quality Management System. Retrieved on 12th July 2010<< http://unpan1. un. org/intradoc/groups/public/documents/ARADO/UNPAN006257. pdf>> N. A. (2009).

Patton-Fuller Community Hospital’s Structure and Functional Relationships Contribute to Its Success. Associated content. Retrieved on 12th July 2010;;http://www. associatedcontent. com/article/2209697/pattonfuller_community_hospitals_structure. html? cat=48;; Sims, R. R. (2007). Human resource management: contemporary issues, challenges, and opportunities. Charlotte, NC. IAP. Yilmaz, A. K. , Flouris, T. (2009). The Risk Management Framework to Strategic Human Resource Management. International Research Journal of Finance and Economics (36:03). Retrieved on 12th July 2010;; http://www. eurojournals. com/irjfe_36_03. pdf;;


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