The report talks about the human resource training program in health care company. It also explains the human resource planning, recruitment process, and strategies for the training of new employees. The report evaluates and analyzes the key issues of human resource management employees. It also explains the importance of recruitment and selection process. It describes that how the human resource management makes comprehensive training strategies to resolve the key challenges in the health care company.
There are some outlines for preparing human resource training proposal in health care company which has been discussed below.
Being an Hr consultant, firstly recruiting and staffing program is conducted by the HR consultant to prepare a human resource training proposal in the health care company. The HR person focuses on the human resource planning process in the health care company. Human resource planning is a process which identifies and analyzes the current and future human requirements of an organization to achieve its goals and objectives. So the people should focus on the human resource planning process to fulfill the human needs in a health care company (Berman, Bowman, West & Van Wart, 2012).
In the next step, an HR consultant makes a strategy for the recruitment process of the health care company. Recruitment process plays a significant role in health care field because in this industry management needs to render services to patients. Recruitment is the process of selecting, attracting and appointing of appropriate candidates for the job in an organization. Therefore, the HR consultant needs to focus on the recruitment process of the health care company. In such way, the training program can be conducted effectively and efficient way (Bratton & Gold, 2012).
The next step is interviewing and selection process through which new employees are appointed by the health care association. So being an HR consultant, it is needed to focus on the interviewing and selection process. The HR consultant conducts face to face interview to selecting the potential and competence employees in the health care industry (Knowles, Holton III & Swanson, 2014).
If the human resource training proposal is prepared by the HR consultant then various training strategies are made by the human resource consultant. The comprehensive strategy for training of new employees is discussed as below.
Employ explore and learn strategy: The HR consultant can use this strategy for providing training to new employees. In this strategy, the new employees can know about the department and culture of the company. If the employees also want to know about the products and services of the company then the organization can use this strategy. Therefore the health care company can also use the same strategy. In this strategy, trainer explains the rules and policies of the company to new workers (Schein, 2010).
If the HR consultant is making the human resource training proposals then the HR consultant also focuses on the role of new employees. Roles and responsibilities are assigned by the human resource department to new employees (Storey, 2014). The roles of the new employees are discussed below.
HR consultant uses some training strategies to provide training to new employees and the object of these strategies to motivate the employees for new jobs at the workplace. The strategies have been discussed below.
Classroom and instructor- led training: This technique is very popular for providing training to new employees. In this training strategy, the trainer uses various instruments such as blackboard, whiteboard, power point presentation, video training, and overhead projectors. This method is used by many large companies. In such way, HR consultant can motivate the new employees for doing new jobs in the organization. The new workers learn many things from this strategy and it also ensures that everyone is getting the same information at the same time period. This strategy is very effective in health care company because in health care organization the front office staff learns many things from this strategy. The patient care service department plays a significant role in health care association. So the HR consultant can prefer this strategy to provide training to new employees for doing their work (Saks, Haccoun, & Belcourt, 2010).
Hands on training techniques: It is also known as an experiential training method. It is an effective technique to provide training to new employees. Through this strategy, new employees learn new skills and procedures for performing duties at the workplace. In this way, this strategy motivates the employees for learning and gaining information from their new jobs and employment. The HR consultant provides training to trainees while making human resource training proposal in the health care company.
Computer based training techniques: Now a day’s computer based training techniques are used by the companies to provide training to new employees. So the HR consultant also provides training to new employees in health care industry through this method. It is cost effective, motivating and reliable technique to provide training to new employees (Harzing & Pinnington, 2010).
E- Learning and online based training techniques: Many large companies prefer mostly E-learning and online based training techniques to provide training to new employees. The method is not expensive and it is very relevant and reliable method. In health care company, HR consultant can also use this strategy for providing training to new employees. It will motivate the employees for performing their actions and functions effectively.
Now it is assumed that all the above-explained strategies play a significant role in health care company. The HR consultant provides training to new employees through these strategies. The training strategies will also help to prepare a human resource management proposal in the health care company (Boselie, 2010)
The human resource management employees will face many challenges in the health care company during the job and employment. One of the biggest issues which would be faced by the new human resource management employees is change management. The new employees will have to deal with their changing roles as well as a change in other employees. After a crucial research, it has found that employees resist to changes thus, new employees will encounter and face numerous changes resistance problems (Kompaso & Sridevi, 2010).
Another challenge in health care company is the compensation and benefits of the employees so new employees also will encounter these challenges in health care field. The health care company maintain limited fund in the organization, therefore, it cannot compensate the employees. The new human resource management employees will also face challenges of complying with the set of policies, rules, and regulation in the health care company. It is the duty of human resource management to ensure that the organization follows the rules and regulation while operating its function. The reporting and compliance are the other key challenge in health care company which can be faced by the new human resource employees. So HR consultant should evaluate all these challenges for preparing the human resource management proposal in the health care company (Banfield & Kay, 2012).
Here a plan is preparing that will enable the new employees to address each issue which includes instructional strategies, resources that will be utilized and evaluation criteria for determining success. Therefore some issues and instructional strategies to resolve these issues are discussed below.
Change management key challenge and instructional strategy plan to resolve this issue: Change management is an important issue in human resource management because new employees do not want to changes in health care company and they refuse for changes. The health care organization faces many challenges due to change management issue. The health care company should make a strategy for the change management. So the employees will not resist the changes and they will accept the changes in the health care field. The human resource department should explain the benefits of change management in the health care company to employees. The organization should communicate the changes at all level of management (Tiwari & Saxena, 2012).
Compensation issue and plan to resolve this issue: The Company can obtain limited budget in health care company so the human resource management is not being able to provide good compensation and other benefits to employees. So the organization should make a plan for the compensation and incentives. The health care company should make a budget and it should develop salary ranges for new employees. The salary audit should be conducted by the health care field to ensure that salary ranges reflect the current compensation trends in a specific industry. The company should fix the salary criteria of new employees and it should make a performance management system to analyze and evaluate the performance of potential employees (Bass & Dalal-Clayton, 2012).
Health and welfare issue and strategy to resolve this issue: The health and safety are the big concern in the health care company. The new employees face many difficulties due to health and safety issue. To resolve this issue, the health care company should appoint a health and safety representatives who can resolve the health and safety issues. The company can also appoint a health and safety committee to resolve these problems.
Retention strategy to resolve the employee turnover issue: The Company should make retention strategy to resolve the employee turnover in the health care company.
Feedback strategy: The Company should take feedback from the new employees. If the new employees are giving good suggestion then the organization should consider these suggestions and recommendations (Hitt, Ireland & Hoskisson, 2012).
Now it is assumed that if the health care company resolve the key issues of new employees then it can achieve the organizational goals and objective. The company can increase the productivity and performance of employees. It can also enhance the efficiency of employees and it builds the morale of employees. The health care company can maintain a favorable working environment after resolving the issues of new employees (Dowling, 2008).
1: Training strategie
2: Reduction in new employees issues in health care company
3. Major issues in human resource management
Conclusion
Now it is concluded that human resource planning, recruitment, selection process, and training play a significant role to prepare a human resource training program. If the health care company wants to provide excellent services to patients then it should focus on the key issues which are being faced by the new employees. In such way, the HR consultant can prepare the human resource training proposal for new employees in the health care company. The health care company should also make an instructional strategy to resolve the key challenges and issues.
References
Banfield, P., & Kay, R. (2012). Introduction to human resource management. Oxford University Press.
Bass, S., & Dalal-Clayton, B. (2012). Sustainable development strategies: a resource book. Routledge.
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2012). Human resource management in public service: Paradoxes, processes, and problems. Sage.
Boselie, P. (2010). Strategic human resource management: A balanced approach. Tata McGraw-Hill Education.
Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.
Dowling, P. (2008). International human resource management: Managing people in a multinational context. Cengage Learning.
Harzing, A. W., & Pinnington, A. (Eds.). (2010). International human resource management. Sage.
Hitt, M. A., Ireland, R. D., & Hoskisson, R. E. (2012). Strategic management cases: competitiveness and globalization. Cengage Learning.
Knowles, M. S., Holton III, E. F., & Swanson, R. A. (2014). The adult learner: The definitive classic in adult education and human resource development. Routledge.
Kompaso, S. M., & Sridevi, M. S. (2010). Employee engagement: The key to improving performance. International journal of business and management, 5(12), 89.
Riley, M. (2014). Human resource management in the hospitality and tourism industry. Routledge.
Saks, A. M., Haccoun, R. R., & Belcourt, M. (2010). Managing performance through training and development. Cengage Learning.
Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
Tiwari, P., & Saxena, K. (2012). Human resource management practices: A comprehensive review. Pakistan business review, 9(2), 669-705.
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