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Memo for a Company - the Staffing Strategy

Essay by   •  August 13, 2016  •  Coursework  •  1,543 Words (7 Pages)  •  534 Views

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Terrell Williams

HRM/548

Memo: The Staffing Strategy

Dr. Kyle Steadham

August 7, 2016


Memo

To:        New Health Medical Systems

From:        HR Consultant

Date:        8/7/2016

Re:        The Staffing Strategy

The Staffing Strategy

        Demand for the services of healthcare workers will increase (Rossheim, J.). “The health care industry is quite dynamic, and constantly experiences various types of innovations (Epane, J. & Weech-Maldonado, R. 2014).”  If the company plans on following the New Medical Systems staffing strategy, we need to take a look at how many variables are involved with our facility. “The increasing focus on patient satisfaction is driving many healthcare leaders to re-examine their workforce management strategies and the resources they can deploy to better support patient outcomes and satisfaction (Barnett, S. 2015).”  What make our area desirable to attract qualified technicians for our expanding cardiovascular unit are the several ideas which were created by the director of staffing.  HR consultant would like to examine the ideas and add anything that will make this process successful. “Some significantly different kinds of skill sets will be needed to meet the demands of a transformed health care system (Putre, L. 2013).”

These three recommendations are traditional approaches.

  • Placing the advertisement for the candidates in the local newspaper.
  • Contacts with the staffing and placement agencies for the technicians into health care facilities.
  • Organizing a job fair to invite local professionals.

It is well known that there is a lack of skilled technicians in our area so in order to use these first three recommendations; we must provide some additional reasons for them.

We need to have an understanding of the number and types of positions that we currently want to fill, and the capabilities that each position requires of an employee. The Director of Staffing has presumably examined the staffing resources that are currently available and projected the supply of talent that will be available when needed as we expand. By training our current employees is a primary step for filling positions that are not immediately needed.  A good analysis of our current surplus of employees in other areas of the hospital might eliminate errors in this approach.

Staffing Strategy Alignment

Staffing should involve certain basic principles, which will help in managing the human resources department of any organization. “Every organization should have a strong staffing strategy, which helps it in achieving its goals and objectives (Lee, C. 2013).”

In order to fill the 35 new positions in the hospital, the director of staffing of New Health Medical Systems proposed the four staffing alternatives. The placing of the advertisement in the local newspaper and contacting the placement and staffing agencies are very effective for the hospital.  By using this, healthcare system will be able to create awareness among the skilled technicians. A job fair will allow the organization to obtain skilled technicians among the common people. Due to this kind of job fair and visiting of professionals, the health care system would get lots of applications from local as well as state level technicians. The last option is not great because it will increase the expenses.  There is a need to implement some other staffing strategies and improve these strategies for the effective staffing and recruitments of technicians, so that the hospital can follow its new strategic directions.

Proposals

The hospital should use both media online and offline to place the advertisement by using this, the hospital would be able to target a broad segment for the skilled technicians.  “Employees who feel supported and positive about their work setting can be strong recruiters for the facility (ASHA).”  The hospital should also contact medical schools so they can select the best among them. Instead of local job fair, it should be a state job fair so there can be more applicants.  Instead of money, the hospital can give the new person a gift and make them fill welcome but they will work at least for 180 days in the hospital and get training so that they can understand their role and responsibility in the hospital. These training programs would also help the hospital to retain the employees for long time and increase their hidden skills and capabilities.

Conclusion

In conclusion, the hospital should implement the recommended strategies to meet the goals of the organization and fulfill its objectives.


Reference

ASHA Retention and Recruitment Strategies retrieved from http://www.asha.org/careers/recruitment/healthcare/recruit_ret_strategies/

Barnett, S. Dec. 1, 2015 Using staffing evidence to improve the patient experience: 5 takeaways about workforce strategy retrieved from http://www.beckershospitalreview.com/human-capital-and-risk/using-staffing-evidence-to-improve-the-patient-experience-5-takeaways-about-workforce-strategy.html

Epane, J. & Weech-Maldonado, R. May 30, 2014 Hospitalists as a staffing innovation: does it impact hospital efficiency? Retrieved from https://www.dovepress.com/hospitalists-as-a-staffing-innovation-does-it-impact-hospital-efficien-peer-reviewed-fulltext-article-IEH

Lee, C. June 11, 2013 Strategic Human Resources Is Key to Organizational Success retrieved from http://www.halogensoftware.com/blog/strategic-human-resources-is-key-to-organizational-success

Putre, L. Sep. 1, 2013 The March of the Millennials: Your Hospital Staff in 2025 retrieved from http://www.hhnmag.com/articles/6397-the-march-of-the-millennials-your-hospital-staff-in-2025

Rossheim, J. Healthcare Reform: Healthcare Staffing and Hiring Impact retrieved from http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/strategic-workforce-planning/healthcare-staffing-and-reform.aspx


Week 1 Assignment Grading Rubric (Rev. 11-12-15)

RUBRIC INSTRUCTIONS FOR STUDENT:  After you complete your references section in your assignment, copy and paste this grading rubric to your Word document. That way, I can give you structured feedback in a more organized way. I can also evaluate your papers more quickly.

Review the these to understand how the memo is graded:

  • Week 1 Grading Rubric for Memo
  • Memo Format Guidelines for Course Assignments
  • Guide to Peer-Reviewed References & APA Formatting
  • Review the New Health Medical Systems Scenario 

Write at least a 700 word memo using a minimum of 6 different peer-reviewed sources beyond the course texts about New Health Medical Systems. You must address the following topics below using the section headers (labels) in bold:

  • Section 1- Introduction (<-- this is a section header) describes what the memo is going to be about; it mentions the upcoming sections.
  • Section 2 - Staffing Strategy Alignment- (<-- this is a section header) explains the degree to which the staffing strategy aligns with the company's new strategic direction.
  • Section 3- Proposals- <-- this is a section header) describes changes or additional recommendations you would propose to be done to the staffing strategy to meet the organization's goals.
  • Section 4-  Conclusion- (<-- this is a section header) summarizes what the memo was about and why it is important for the reader take make a decision and/or take action.
  • Section 5- References- (<-- this is a section header) your paper has 6 peer-reviewed references in APA format (with authors and dates) excluding the Noe and Henemen texts. The references are incorporated throughout the memo with correct APA in-text citations.
  • Section 6- Grading Rubric- (<-- this is a section header) you copied and pasted the grading rubric provided on the link to your right to the end of your paper.

Post your assignment as a Microsoft® Word document.

Click the Assignment Files tab to submit your assignment.

Content 60%

(Scores: 0, 1.25, 2.5, 3.75, 5, 6.25, 7.5)  

Points Available

7.5 max

Points Earned

Section 1- Introduction (<-- this is a section header) describes what the memo is going to be about; it mentions the upcoming sections.

Section 2 - Staffing Strategy Alignment- (<-- this is a section header) explains the degree to which the staffing strategy aligns with the company's new strategic direction.

Section 3- Proposals- <-- this is a section header) describes changes or additional recommendations you would propose to be done to the staffing strategy to meet the organization's goals.

Section 4-  Conclusion- (<-- this is a section header) summarizes what the memo was about and why it is important for the reader take make a decision and/or take action.

Section 5- References (<-- this is a section header) - A list of 6 peer-reviewed references in APA format that were also integrated throughout the body of the memo.

Section 6- Grading Rubric- (<-- this is a section header) you copied and pasted this grading rubric to the end of your paper.

Organization / Development 20%

(Scores: 0, 1, 2)

Points Available              2 max

Points Earned

The 6 required sections are organized separately in sequence as listed in the Content section.

The memo is at least 700 words in length (excluding labels, headers, references)

Each section has a clear label or header.

Mechanics  20%

 (Scores:  0, .5, 1, 1.25,1.5, 2.0)

Points Available

2  max

Points Earned

Formatting or layout and graphics are pleasing to the eye (font, colors, spacing).

Rules of grammar, word usage, punctuation, capitalization, and spelling are followed.

Sentences are complete, clear, varied, and concise with proper syntax.

Used size 12 Times New Roman font for main body text and references.

Used double spacing between sentences and in References section.

Used memo format.

Used naming convention “FirstName_LastName_Week #_ Memo.doc” when saving and uploading file.

Total Points Available

11.5

Total Points Earned

LATE POLICY: Students should submit assignments according to Arizona time (MST) based on the assigned due dates. Late assignments will be penalized with a 10% grade deduction for each day late. Deadlines will be defined as 11:59 p.m. MST. Assignments submitted more than four days late will not be accepted. Assignments submitted after the last day of class will not be accepted.

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