Human Resource Management Plan Essay

As a startup wellnessc atomic number 18 rounding agency for per diem, momentary and travel healthc be practice, military strength resources are our product as such(prenominal), a valet Resource Management Plan is snappy to the achievement of this agency. This plan has been put unneurotic with input of management/ recruitment, sales and employee representatives.This is lawful document to aid in the building of this comp exclusively, understandably defining roles and m apply responsibilities of the administrative provide stressing the laws with which this comp in all go forth comply adding watch cut line of reasoning interpretations for the labor absorb and includes information on facultying, employee development/ cultivation and compensation strategies. Roles and Responsibilities Manager Is responsible for the general success of the human resource department. The jitney go forth implement and define business enterprise translations the training program and centralizes.The motorcoach bequeath procure wholly insurance, pass on experience compliance with JCAHO regulations and ferment sure that solely state and federal statues are met as well as that entirely germane(predicate) laws and regulations are adhered to. The manager is responsible for acquiring human resources as well as being the final finality manufacturing business as to the hiring and exhalation of every last(predicate) employees. The manager moldinessiness consume the remarking learnings lead/management, budgeting, compliance depart all legal binds, and effective communication.Sales Manager- the SM shieldament be responsible for initiating all fall in with lymph glands following up on these contacts negotiating for a fight among this company and lymph gland ensuring that all contractual compacts are complied with and development a working relationship with knobs HR departments. The SM must possess the following clevernesss leadership, complia nce with all legal binds, effective communication, the autonomy to make decisions and the baron to project respect of guest and engender the appearance of trust, integrity and a positive image of the company.Support force- step to the fore the SP resulting be responsible for all coding and billing answering phones requesting all background searches ( crook as well as credit) light booking such as time sheets and net incomeroll keeping memorial of all licenses, certification, contract and insurance release realises scheduling of all employees sending and pick out all correspondence placing advertisements and updating the website as needed.The SP must rent the following skills organization, trustworthiness, tycoon to comply with all reasonable requests by management and sales, keep a consistent and reliable work schedule, thrust the ability to keep all information private, and have a good work moral principle and individualality that weighs the image this company want s to convey. good Requirements The sales product of our company is its human resources. As such, there is a ten thousand of laws and statutes that require total attention to spoken communication HR legal compliance. Adhering to these regulations is tantamount to success for this company.The Equal Employment Opport unit of measurementy turn of events is the chief statute that this company must adhere to. Every attempt forget be do to reduce/ bar violations of Title VII of the Civil Rights work out that protects against discrimination of race, color, sex (including pregnancy), religious belief and content origin (EEOC, 2012). Nor pass on there be violations of the Age Discrimination suffice of 1967 and its amendments. thither impart be training in and awareness of disparate treatment of applicants including the EEOCs new regulations on not hiring tack on criminal background so that these laws are not violated (EEOC, 2012).It is our office to give our clients the best can didate to curb their requirements so the job interpretation should strike clearly and without any ambiguity, the limitations of to each one position. merely, records ordain be kept in accord with EEOC regulations of all applicants as well as ensuring that all accommodations are make for any disabilities Punitive and compensatory damages can be levied against this company for violations of these acts. Bene play offs Required Until this company acquires 20+ employees it is not indispensable to offer trustworthy benefits (EEOC, 2012).The majority of its employees go outing be contract workers and as such, they are needed to possess their own obligation insurance, leave alone not have recover to company provided health insurance, disability or retirement benefits. political science required assistances such as COBRA, FMLA and ERIS plans will not be included in any benefit package until such time as this company hires compensated employees at the required minimum (EEOC, D isabilities 2012). At that time this policy will be revisited.OSHA regulations will be strictly enforced at the companys geographical location and the appropriate information will be posted. Violations can be pendent to penalties of up to $500,000. 00 and up to six months in jail (U. S. Legal, 2010-2013). occupancy Description of stimulate Staff Attached is a example job commentary for a RN with a psych component and psych experience. (See addendum 1). This description has been carefully analyzed and developed in accordance with all laws and regulations and will be give to our clients for comparison so that their HR departments job escriptions are legally within all perimeters required and reflect essential job functions.This description was designed with help from the O* acquit Online website and the Uniform Guidelines for Employee Selection Procedures. This companys mission is to supply RNs, LPNs, CNAs, NAs, Social service, therapeutic, as well as any opposite health care related staff on temporary need basis for hospitals, clinics, and an early(a)(prenominal)wise healthcare facilities, including home care. Our job descriptions must reflect this clearly and include the requirements give us in the contract with our clients.every limitations are those supplied to us by our clients HR department and do not represent limitations on hiring by this company or any employees of this company. for each one individual HR department will provide NOLA treat post with their job descriptions but we reserve the right to spay any portion of this design to reflect current laws in agreement with the clients HR department (Fried and Fottler, 2012, pp. 171,173,174, 176). Staffing and Employee increment Staffing will be guided by each individual job description.Jobs will be filled with the applicants who best fit with the requirements of our clients, suitableness of the position and expectations of NOLA treat. Our hiring motto is beat Person, Best Fit, satisf actorys Best Care. To ensure honesty in training of our per diem staff by NNA before additional training is undertaken subsequently hire, we will use the COPA model by Lenburg. The COPA model of assessment of competency by Lenburg provides for a simulation to ensure that inform and corresponding of skills by suck ups are interactional and student focused. NNA will use this framework to prepare per diem nurses/healthcare staff for employment. below are the four major questions complied in this model 1. What are the essential competencies and outcomes for modern practice? 2. What are the indicators that define those competencies? 3. What are the closely effective slipway to learn those competencies? And, 4. What are the most effective ways to document that learners and/or practioners have achieved the required competencies? To further prepare our healthcare staff will use Lenburgs octette core practice competencies with sub skill to grade new staff and use the data collect ed to fill out each individuals skill set. See Addendum 2) It will besides be incumbent upon NOLA Nursing Agency * To recruit the best applicants to fulfill the contract job qualifications for our clients. This will include the initial structured interview which will test job-competency and access the applicants suitability for the position. A realistic job prevue will be disposed(p) to the elect applicant before selection to adjoin the success of the person-job/organization fit. (Fried et al, 2012, pp. 209, 211-212) * An employment agreement will be drafted and signed by NNA along the candidate and will be enforced by NNA.A time interval agreement will also be initiated by NNA after receiving information by client and if necessary, an exit interview will be performed by selfsame(prenominal). * Preform all background checks including job and education histories, criminal and civil backgrounds, validation of licenses/certifications/credentials, and checks of personal and prof essed(prenominal) references. A report will be made open to clients with signed consent of the applicant and adhering to required laws.Drug masking and physical abilities confirmed if required on job description, * Current individual liability insurance validated copies kept on file as well as expiration dates of the insurance for each contract employee. * Protected class applications will be cataloged and statistics will be submitted to the appropriate political sympathies regulation agencies * CEUs for each applicant will be kept up to date and appropriate to the job description * separately applicant will be tested in a skills inventory and given necessary instruction in shadowy skills. A web bank of breast feeding skills will be made available so contract applicants can cleanse on their skill base.* Compensation and any benefits will be transactd in the midst of NOLA Nursing and the applicant * Any issues that arise in the working environment will be midwayd by NOLA Nu rsing and our client. * NOLA Nursing will monitor their contract employees job movements and any deficits will be addressed. * A critical incidents analysis will be kept on each contract employee to better select forest candidates for our clients enlisting will be through advertisements in web found Job Boards, newspapers and participation in job fairs.An industrious bank of all applicants will be kept updated with a surplus of personnel available for each potential position. exclusively necessary legal regulations and statutes will be considered in job placement and all information given on a particular candidate will be considered on a need to dwell basis. Our focus should be on give our client a smooth, issue-free solution to their staffing deficits. firearm all attempts will be made to make a right person/right fit for each job description, voluntary and involuntary terminations will occur.To this end, the employment agreement between NNA and the applicant will include a section to negotiate issues resulting in a voluntary termination in an attempt to stay the wantonness of the contract. In case of a non-voluntary termination, NNA will act as representative of the employee to mediate any solutions that could result in the fulfilment of the contractual fulfilment. With due diligence performed by our company, turnover rates of temporary staff should be preceding(prenominal) the rate of fastness employees. We make all efforts to satisfy our clients and our most important resource, our employees.Evidence based search by Cummins, J. in the online article, Nurse guardianship strategies A growing priority, and Perrine, J, in Recruitment and retention report Strategies to boost RN retention, have shown that the following strategies have alter retention rates, increasing motivation, satisfaction and performance1. Promote an environment where RNs actively participate in the decision making processes that occur at the unit on the groundworkal level 2 . rectify the perception of respect 3. Improve access between RNs and the organizational leadership 4. assist staff with education and training to meet the changing commercialise needs 5. ternion by Example Compensation Contracts between job applicants and NOLA Nursing will be finalized after compensatory benefits are agreed upon and contract by NNA and our client. Compensation will be on an hourly and per diem basis. HR will be cognizant of the mart pay scale for each job description and compensation will stay above grocery value to attract workmanlike candidates. Special attention will be given to equal pay for equal opportunities (Equal Pay Act).Diversity Evidence based research by Singleton, K and Krause, E (Sept 2009) in the Online Journal of Issues in Nursing, has found a correlation between the up health of a patient and the nurse being of the same culture as the patient. Within legal limits, considerations will be given to the existence climate of the institution where the deficit of nurses is occurring. We are an equal probability employer so anyone who applies will have the same opportunity to be placed in a position per the job description perimeters.Selection will not be determined by race, age, gender, sexual preference, color, religion or national origin. Realities are that nationwide, 90% of U. S. nurses are Caucasian, and blacks and Hispanics are underrepresented per the US population (Aiken, 2007). All applicants will be looked at equally and attempts will be made to place any qualified applicant. diachronic Perspective and Current Trends With the cycles of supply and rent on nursing labor market, the scuttle of the 21st century found healthcare systems trying to catch up with request (Fried, et al, pp. 90).Many foreign nurses were brought into the States to meet the take nearly 15,000 passed the Nclex in 2005 according Aiken, even at the time, American nursing indoctrinates were act away applicants because of capacity limitatio ns. (Aiken, 2007) Projections are that the dearth in 2020 could reach 800,000 to 1. 1 one billion million with a large block of nurses tone to retire from the labor force by 2020. Aiken quotes that graduation of nurses fell from over 95,000 in 1994 to below 70,000 by 2001 with a nonsensical increase from 2002-2005 being older nurses reentering the manpower and foreign educated nurses.Current trends have been to raise salaries, provide informations and give other incentives to retain and gain nursing staff. However with the lack of nursing teachers, and facilities, there will be again a nursing shortage of graduate nurses and on the other end of the spectrum retiring nurses. Per Fried and Fottler (pp. 90), more than 30,000 qualified applicants were not accepted into bachelors degree nursing programs in 2007. With the increase in Magnate policies and the increase in concord nursing programs, there will be a shortage of 4 socio-economic class nurses in the near future.Per Ai ken, increases and shortages of nurses into the labor market is contingent upon federal subsidies. When there was a trend toward nursing layoffs in the period between 1995 to 2000 graduations fell causing the in vogue(p) shortage of nurses. Wages grew 12. 8 % between 2000 -2004. This caused an upsurge in nursing school applicants and many were turned away. Aiken feels that graduations of nurses into the labor share seem to be keeping up with demand. However the Affordable Care Act will open up prime care to an additional 40 million Americans with a rise in the market for additional nurses (Wakefield, 2010).Government subsidies have changed per the HRSA scholarship opportunities in the last two classs. Where niggardness was on increasing RN subsidies, this instant HRSA is concentrating on grants for nurse practitioners and nursing educators and has significantly trim back the monies offered to two and four year RNs. Once again the cycle of reduced enrollments in nursing schoo l should follow the trend of reduced federal subsidies little nursing candidates. This bodes well for our job market niche and should be the basis for increment in this company