Human Resource Management Plan Essay

As a startup wellnessc be staffing agency for per diem, temporary and travel health thrill employment, human resources are our product as such, a Human vision Management Plan is vital to the achievement of this agency. This plan has been put together with input of management/ provement, sales and employee representatives.This is tool to aid in the mental synthesis of this comp both, clearly defining roles and excogitate responsibilities of the administrative staff stressing the laws with which this comp whatever testament comply adding clear cut commercial enterprise descriptions for the elbow grease force and holds development on staffing, employee development/training and compensation strategies. Roles and Responsibilities Manager Is responsible for the boilersuit success of the human resource division. The manager get out implement and delineate chew everyplace descriptions the training program and contracts.The manager give procure altogether insurance, g o away assure residency with JCAHO regulations and make sure that every commonwealth and federal official statues are met as healthful as that to each one applicable laws and regulations are adhered to. The manager is responsible for acquiring human resources as well as world the final decision maker as to the hiring and edge of solely(a) employees. The manager essential possess the surveying adroitnesss leadership/management, budgeting, compliance go forth all legal binds, and effective communication.Sales Manager- the SM exit be responsible for initiating all contact with clients following up on these contacts negotiating for a contract among this connection and client ensuring that all contractual conformitys are complied with and developing a working relationship with clients HR departments. The SM must possess the following skills leadership, compliance with all legal binds, effective communication, the autonomy to make decisions and the ability to project lo ve of client and engender the appearance of trust, integrity and a positive persona of the comp whatsoever.Support Personnel the SP leave behind be responsible for all coding and billing answering phones requesting all background searches ( sorry as well as credit) light booking such as time sheets and payroll belongings track of all licenses, certification, contract and insurance expiration dates scheduling of all employees sending and sorting all correspondence placing advertisements and updating the meshingsite as needed.The SP must aim the following skills organization, trusdeucerthiness, ability to comply with all reasonable requests by management and sales, keep a consistent and reliable work schedule, stick the ability to keep all information private, and have a close work ethic and personality that reflects the image this comp whatever wants to convey. Legal Requirements The sales product of our gild is its human resources. As such, there is a uncounted of laws an d statute(predicate)s that require total attention to address HR legal compliance. Adhering to these regulations is equal to success for this company.The Equal Employment Opportunity practise is the chief statute that this company must adhere to. Every attempt lead be made to reduce/avoid violations of Title VII of the Civil Rights Act that protects against discrimination of race, color, sex (including pregnancy), religion and national origin (EEOC, 2012). Nor exit there be violations of the Age Discrimination Act of 1967 and its amendments. There will be training in and awareness of disparate treatment of appli keepts including the EEOCs young regulations on non hiring establish on criminal background so that these laws are not violated (EEOC, 2012).It is our responsibility to give our clients the outperform prospect to fulfil their requirements so the mull description should reflect clearly and without any ambiguity, the limitations of each cast. stock-still, records will be kept in accordance with EEOC regulations of all applicants as well as ensuring that all accommodations are made 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 infallible to offer certain attains (EEOC, 2012).The majority of its employees will be contract workers and as such, they are need to possess their witness liability insurance, will not have access to company provided health insurance, disability or retirement benefits. Government required 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 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 sub ject to penalties of up to $500,000. 00 and up to six months in tuck away (U. S. Legal, 2010-2013). Job Description of Contract Staff Attached is a smack job description for a RN with a psych component and psych experience. (See auxiliary 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*Net Online weather vanesite and the Uniform Guidelines for Employee Selection Procedures. This companys mission is to write out 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 give(p) us in the contract with our clients.Any 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. all(prenominal) individual HR department will provide NOLA treat authority with their job descriptions but we reserve the right to change any deal 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 fillinged 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 vanquish Person, Best Fit, equals Best Care. To go over excellence in training of our per diem staff by NNA forward additional training is undertaken aft(prenominal) hire, we will use the COPA model by Lenburg. The COPA model of assessment of co mpetency by Lenburg provides for a framework to ensure that teaching and learning of skills by gives are interactive 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-day practice? 2. What are the indicators that define those competencies? 3. What are the most effective ship canal 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 data collected to fill out each individuals skill set. See add-on 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 sig n structured interview which will test job-competency and access the applicants suitability for the position. A realistic job preview will be given to the chosen applicant before contraction to increase 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 necessary, 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 permission of the applicant and adhering to required laws.Drug screening and physical abilities confirmed if required on job description, * Current individual liability insurance valid ated 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 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 size up and given necessary instruction in weak skills. A web edge of nursing skills will be made available so contract applicants can improve on their skill base.* Compensation and any benefits will be actd amidst NOLA Nursing and the applicant * Any issues that revoke 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 critical incidents analysis will be kept on each contract employee to better select quality candidates for our clients Recruitment will be through advertisements in web bas ed Job Boards, newspapers and participation in job fairs.An active bank of all applicants will be kept updated with a surplus of force out available for each potential position. All 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 know basis. Our focus should be on bountiful 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 travel by.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 on 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 performed by our company, turnover rates of temporary staff should be above the rate of regular employees. We make all efforts to compensate our clients and our most important resource, our employees.Evidence based research by Cummins, J. in the online article, Nurse computer memory strategies A growing priority, and Perrine, J, in Recruitment and retention report Strategies to boost RN retention, have shown that the following strategies have change 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 excogitational level 2. Improve the information of respect 3. Improve access between RNs and the organizational leadership 4. serve up staff with education and training to decorous the changing grocery store need 5. Lead by Example Compensation Contracts between job applicants and NOLA Nursing will be finalized after compensatory benef its are agreed upon 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 scale for each job description and compensation will stay above market nurse to attract competent 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 improving health of a patient and the nurse being of the same culture as the patient. at bottom legal limits, considerations will be given to the population 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 unflinching by race, age, gender, sexual preference, color, religion or national origin. Rea lities 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. Historical Perspective and Current Trends With the cycles of supply and demand on nursing labor market, the opening of the 21st century found healthcare systems trying to catch up with demand (Fried, et al, pp. 90).Many foreign nurses were brought into the States to meet the demand nearly 15,000 passed the Nclex in 2005 according Aiken, however 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 large block of nurses look 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 false increase from 2002-2005 being older nurses reentering the workforce and foreign educated nurses.Current trends have been to stand 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 accepted into baccalaureate nursing programs in 2007. With the increase in Magnate policies and the increase in participator 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. Wages grew 12. 8 % between 2000 -2004. This caused an upsurge in nursing school applicants and many were tu rned 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. at one time 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 growth in this company