Introduction
The study focused on North Carolina Department of Health and Human Services. The mission of the organization is to promote the health and safety of the population and offer clients essential human services. It achieves its goals by collaborating with various partners in the healthcare sector. For example, it collaborates with Medicaid, to offer healthcare services to low-income patients, who can be parents and persons with disabilities, among others. The firm has a dedicated team that aims at achieving unique duties of providing care to North Carolinians. This report provides an analysis of the human resource management systems and processes involved in the study. The platform of ideas and important theories relating to each system and its subsidiary that may include planning, recruitment, and remuneration, among other activities that are executed by human resource management (Murkherjee, 2012). A firm that has an effective workforce responds to client issues in a timely manner, improving customer loyalty and satisfaction.
Human resource processes
The modern environment of HRM is founded on strong and effective processes that are grouped into functional areas. In the context of North Carolina Department of Health and Human Services, HR managers design, develop, and redesign HR processes to support strategic activities within the firm. For clients to be satisfied with services of any company, the management should concentrate on explaining to them the how HR processes are connected (Ardts, Jansen & Van der Velde, 2012). Personnel in the HRM department, which is involved in recruiting and organizing staff, conduct human resource processes. The major components of the HRM system of the North Carolina organization are time management, HR administration, training, and employment.
Time management
From a general perspective, time management is defined as the development of procedural decisions and ideas that improve the effectiveness and production of the firm. In this case, time management is typified by methodological principles, such as planning for resources in business establishments via consultation. Many individuals tend to view time management from personal perspectives, which involve keeping track of time and not wasting in doing the things do not add value to the company (Stredwick, 2005).
Human resource administration
Human resource administration is defined as a collection of processes that are involved in communicating, organizing, and scheduling of events (Ardts et al., 2012). One acquires the experience through working in a variety of administrative activities. Many facilities recruit learners and develop them to handle a variety of tasks. Individuals with a great deal of administrative experiences may be employed as executive assistants and handle many tasks, such as handling upward and downward communications and coordinating workers at many levels of the management (Murugesan, 2006).
Training
Overall, training can be classified into two smaller fields, which are on-the-job training and off-the-job training. On-the-job training encompasses issues, such as internships and documentation of literature. Off-the-job training, on the other hand, includes simulations, lectures, tutorials and case study methods that are used by HR personnel to improve performance outcomes of organizations (Durai, 2005).
Employment and recruitment
Recruitment and employment entail the steps that are taken during job interviews. Recruitment is the process of profiling well-qualified participants interested in joining the North Carolina Health Facility. It always encompasses procedures, such as the development of job descriptions and posting job vacancies online or publishing in other types of media. Potential candidates peruse the highlights of job vacancies on websites and publications, such as newspapers and magazines. Once they apply for the advertised jobs, they are subjected to the interview process that is designed to analyze and distinguish the candidates. Its main goal is to select the most qualified candidates. The procedures carried out include reviewing of curriculum vitae and offering tests (Ghosh, 2006).
Implications of human resource workforce
Changes in the organization (North Carolina Department of Health and Human Services) bring about huge impacts of the workforce. It is important to analyze the implications on the workforce in relation to the influx of patients. An increase in the number of general doctors, physicians, nurses, pharmacists, and nutritionists results in improvement of healthcare services within the organization. This increase goes a long way in maintaining the sustainability of meeting the demands of patients. Changes in human resource affect the extent to which training and recruitment of workers occur. The department has hired an adequate number of researchers to study various factors that might compromise the delivery of services. Thus, the workforce is impacted positively by ensuring that it is well remunerated and motivated to produce excellent results. In addition, the allocation of more resources to hire more workers has led to a reduction of the workload of personnel, implying that they have time to concentrate on their professional duties to produce the best outcomes.
Succession planning in human resource management
This is a process whereby firms ensure that the skills of employees are developed with the goal of making them succeed those leave for greener pastures (Alvesson, 2010). One merit of the approach is that an organization cannot be negatively impacted when some workers quit employment for the reason that other personnel would perform tasks effectively. Two recommendations would be proposed to the North Carolina Department of Health and Human Services, which would go a long in improving the organization’s workforce. First, it would be important for the management of North Carolina Department of Health and Human Services to “establish long-term goals that would be broken down into smaller systems” (Alvesson, 2010, p. 147). For example, one long-term goal, which is expected to be achieved within a 5-year period can be broken down into smaller parts that would be achieved within shorter durations, for example, one year. This way, the workforce will be motivated to work toward meeting the shorter deadlines. In addition, the approach can result in relatively high levels of accountability among personnel. Second, it would be suggested that the management should focus on ensuring that all workers take breaks to improve the level of efficiency of the workforce. In fact, if personnel do not take breaks, then they become unfocused and, as a result, they poorly perform tasks (Alvesson, 2010).
The agency could implement programs in preparation for those skills not visible within the organization as an approach to promoting and advancing current employees. Tow ways would be suggested. First, the organization should adopt an effective way of orienting its workers to new programs, which would go a long way in making them comprehend their roles within a relatively short period. Inevitably, workers would ask many questions in the process of being provided with so much information. Human resource personnel in North Carolina Department of Health and Human Services would focus on identifying new staff with interests in some tasks. Thus, they would assign some program components to specific employees for implementation. Another way of promoting and advancing current workers is through recognition of performance outcomes, which can be utilized as a platform on which rewarding should be based.
Job analysis and description
Position title: Physician consultant
Regarding specifications of the above post, it would be important to consider the level of education and experience. As a consultant physician, I am required to have specialized training, at the level of a master’s degree, which enables me to perform unique duties in the healthcare organization (USA JOBS, 2014). With respect to experience, it is a mandatory that I should have worked for three years after attaining my post-graduate degree. The experience will be measured in a performance evaluation by considering the years of working after post-graduate training, which should correlate with the quality of services offered to patients.
My level of education will be evaluated by providing certificates that act as testimonies. As a consultant physician, I am required to analyze conditions of a patient or client and give some recommendations that would be vital for his or her medical prescription (Dictionary of Occupational Titles, 2014). An integral part of this system is classified into global two main perspectives. The position will be used within the various departments of the agency for meeting specific goals and objectives. First, as a physician, I will aim at providing consultancy services to clients that will go a long way in helping them to make decisions. Second, I will be advising various departments within the firm about how specialized treatment approaches can be applied in addressing complex health conditions.
References
Alvesson, M. (2010). Knowledge work and knowledge-intensive firms. Oxford, United Kigdom: Oxford: University Press.
Ardts, J., Jansen, P., & Van der Velde, M. (2012). The breaking in of new employees: effectiveness of socialisation tactics and personnel instruments. Journal of Management Development, 9(12),159-167.
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Durai, D. P. (2005). Human Resource Management. New Delhi, India: Pearson Education India.
Ghosh, P. A. (2006). Human resource management. Mumbai, India: Manas Publications.
Murkherjee, J. (2012). Business & Economics. Chicago, CA: SAGE Publications.
Murugesan, G. (2006). human resource management. New Delhi, India: Laxmi Publications.
Stredwick, J. (2005). Introduction to Human Resource Management. London, United Kingdom: Routledge.
USA JOBS. (2014). Medical Doctor. Web.