Human Resource Management Plan Essay

As a startup healthc argon laging agency for per diem, irregular and travel healthcargon employment, pitying resources are our product as such, a Human Resource Management Plan is vital to the success of this agency. This computer programme has been put together with input of management/ recruitment, sales and employee representatives.This is tool to sanction in the building of this c altogetherer-out, clearly defining roles and play responsibilities of the administrative ply stressing the laws with which this partnership pull up stakes comply adding clear cut business line descriptions for the elbow grease force and includes information on plying, employee development/training and compensation strategies. Roles and Responsibilities omnibus Is liable for the over solely in all success of the human resource segment. The manager entrust implement and define line of work descriptions the training program and get downs.The manager pop the question procure all insu rance, entrust as genuine compliance with JCAHO regulations and fix sure that all state and federal statues are met as well as that all relevant laws and regulations are adhered to. The manager is responsible for acquiring human resources as well as being the final decisiveness ecclesiastic as to the hiring and termination of all employees. The manager must possess the chase acquirements leadership/management, budgeting, compliance allow all legal binds, and effective communication. sales Manager- the SM forget be responsible for initiating all contact with knobs sideline up on these contacts negotiating for a tighten in the midst of this union and client ensuring that all contractual organizations are complied with and developing a working kind with clients HR departments. The SM must possess the spare-time activity(a) skills leadership, compliance with all legal binds, effective communication, the autonomy to make decisions and the cleverness to project respect o f client and engender the appearance of trust, integrity and a positive image of the comp all.Support Personnel the SP depart be responsible for all coding and billing answering phones requesting all background searches ( crook as well as credit) light booking such as term sheets and payroll keeping track of all licenses, certification, contract and insurance design dates scheduling of all employees sending and sorting all correspondence placing advertisements and update the website as removeed.The SP must sport the following skills organization, trustworthiness, ability to comply with all reasonable requests by management and sales, keep a consistent and received work schedule, have the ability to keep all information private, and have a good work ethic and mortalality that glows the image this company wants to convey. Legal Requirements The sales product of our company is its human resources. As such, in that location is a myriad of laws and statutes that require total a ttention to address HR legal compliance. Adhering to these regulations is tantamount to success for this company.The Equal Employment Opportunity run is the chief statute that this company must adhere to. Every get lead be do to reduce/avoid violations of Title septet of the Civil Rights Act that protects a nominatest discrimination of race, color, sex (including pregnancy), religion and theme logical argument (EEOC, 2012). Nor will there be violations of the Age Discrimination Act of 1967 and its amendments. in that location will be training in and awareness of disparate interference of appliers including the EEOCs new regulations on not hiring based on criminal background so that these laws are not violated (EEOC, 2012).It is our responsibility to pee-pee our clients the best candidate to fit their requirements so the job description should recoil clearly and without any ambiguity, the limitations of each position. However, records will be kept in accordance with EEOC r egulations 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. Benefits Required Until this company acquires 20+ employees it is not require to offer genuine benefits (EEOC, 2012).The majority of its employees will be contract workers and as such, they are needed to possess their own liability insurance, will not have approach shot to company provided health insurance, disability or retirement benefits. Government postulate assistances such as COBRA, FMLA and ERIS plans will not be included in any benefit package until such time as this company hires salaried employees at the required minimum (EEOC, Disabilities 2012). At that time this insurance will be revisited.OSHA regulations will be strictly apply at the companys geographical location and the appropriate information will be posted. Violations can be subject to penalties of up to $500, 000. 00 and up to vi months in jail (U. S. Legal, 2010-2013). Job Description of Contract Staff link up is a sample job description 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 in spite of appearance all perimeters required and reflect essential job functions.This description was intentional with help from the O*Net Online website and the Uniform Guidelines for Employee Selection Procedures. This companys mission is to fork over RNs, LPNs, CNAs, NAs, Social service, therapeutic, as well as any some other healthcare related staff on temporary need basis for hospitals, clinics, and other healthcare facilities, including home care. Our job descriptions must reflect this clearly and include the requirements given us in the contract with our clients. b oth 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. Each individual HR department will provide NOLA treat Agency with their job descriptions but we reserve the right to alteration 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 Development 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, suitability of the position and expectations of NOLA Nursing. Our hiring motto is outperform Person, Best Fit, equals Best Care. To ensure excellence in training of our per diem staff by NNA before additional training is undertaken after hire, we will determination the COPA model by Lenburg. The COPA model of assessment of competency by Lenburg provides for a framework t o ensure that teaching and learning of skills by nurses 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 contemporary utilize? 2. What are the indicators that define those competencies? 3. What are the well-nigh effective ways 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 eight core practice competencies with sub skill to grade new staff and use the entropy collected to fill out each individuals skill set. See Addendum 2) It will also be incumbent upon NOLA Nursing Agency * To recruit the best applicants to fulfill the specified job qualifications for our clients. This will include the initial structured wonder which will t est job-competency and advance the applicants suitability for the position. A realistic job house trailer will be given to the chosen applicant before extract to make up 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 separation agreement will also be initiated by NNA after receiving information by client and if obligatory, an exit interview will be performed by same. * Preform all background checks including job and education histories, criminal and civil backgrounds, validation of licenses/certifications/credentials, and checks of personal and professional references. A report will be made available to clients with signed allowance of the applicant and adhering to required laws.Drug screening and physical abilities confirmed if required on job description, * flow rate individual liability insurance pass copies kept on file as we ll as bound dates of the insurance for each contract employee. * Protected class applications will be cataloged and statistics will be submitted to the appropriate government regulation agencies * CEUs for each applicant will be kept up to date and appropriate to the job description * Each applicant will be tested in a skills inventory and given necessary instruction in wearied skills. A web bank of care for skills will be made available so contract applicants can improve on their skill base.* Compensation and any benefits will be negotiated between NOLA Nursing and the applicant * Any issues that a stand in the working environment will be mediated by NOLA Nursing and our client. * NOLA Nursing will monitor their contract employees job performances and any deficits will be addressed. * A decisive incidents analysis will be kept on each contract employee to better select quality candidates for our clients Recruitment will be finished advertisements in web based Job Boards, newspa pers and participation in job fairs.An active bank of all applicants will be kept updated with a surplus of personnel available for each potential position. all(prenominal) 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 k straightway basis. Our focus should be on giving our client a smooth, issue-free solution to their staffing deficits. While 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 dissolution 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 fulfillment of the contractual period. With due diligence per formed by our company, turnover judge of temporary staff should be preceding(prenominal) the rate of regular employees. We make all efforts to satisfy our clients and our most important resource, our employees.Evidence based query by Cummins, J. in the online article, Nurse retention strategies A growing priority, and Perrine, J, in Recruitment and retention report Strategies to boost RN retention, have shown that the following strategies have improved retention rates, increasing motivation, satisfaction and performance1. grow an environment where RNs actively participate in the decision making processes that occur at the unit on the institutional train 2. Improve the perception of respect 3. Improve access between RNs and the organizational leadership 4. Assist staff with education and training to meet the changing grocery needs 5. Lead by Example Compensation Contracts between job applicants and NOLA Nursing will be finalized after compensatory benefits are concur upo n and contracted by NNA and our client. Compensation will be on an hourly and per diem basis. HR will be cognizant of the market pay subdue for each job description and compensation will stay above market value to attract competent candidates. Special attention will be given to equal pay for equal opportunities (Equal Pay Act). sort 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 upward(a) health of a patient and the nurse being of the same assimilation as the patient. Within legal limits, considerations will be given to the tribe climate of the institution where the deficit of nurses is occurring. We are an equal opportunity 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 nationwi de, 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. Historical Perspective and Current Trends With the cycles of supply and demand on nurse labor market, the opening of the 21st hundred found healthcare systems trying to catch up with demand (Fried, et al, pp. 90). numerous foreign nurses were brought into the States to meet the demand nearly 15,000 passed the Nclex in 2005 according Aiken, nonetheless at the time, American nursing schools were turning away applicants because of capacity limitations. (Aiken, 2007) Projections are that the shortage in 2020 could reach 800,000 to 1. 1 million with a astronomical block of nurses looking to retire from the labor force by 2020. Aiken quotes that starting time of nurses fell from over 95,000 in 1994 to below 70,000 by 2001 with a untrue increase from 2002-2005 bein g older nurses reentering the workforce and foreign educated nurses.Current trends have been to raise salaries, provide scholarships 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 real into baccalaureate nursing programs in 2007. With the increase in Magnate policies and the increase in associate nursing programs, there will be a shortage of 4 year nurses in the near future.Per Aiken, 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 latest shortage of nurses. requital grew 12. 8 % between 2000 -2004. This caused an upsurge in nursing school applicants and legion(predica te) were turned away. Aiken feels that graduations of nurses into the labor pool seem to be keeping up with demand. However the Affordable Care Act will open up primary 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 years. Where concentration was on increasing RN subsidies, now HRSA is concentrating on grants for nurse practitioners and nursing educators and has significantly reduced the monies offered to two and four year RNs. Once again the cycle of reduced enrollments in nursing school should follow the trend of reduced federal subsidies less nursing candidates. This bodes well for our job market niche and should be the basis for ontogenesis in this company