Discuss about the Introduction to Human Resources for Peter Lougheed Hospital.
The study is mainly focused on the development and the evaluation of the job description of the nurse practitioner. It is reflecting on the selection of the nurse practitioner for the Peter Lougheed Hospital located in Calgary Alberta. It will be dealing with the various factors for the development of HR planning. This will also be focusing on the job specifications and analysis of the job description for the post of nurse practitioner (Baker, 2017). This will also involve in the determination of the methods for the external recruitment. The report also tells that there is the evaluation of the steps involved in the selection process of nurse practitioner. The study should also be portraying the types of orientations as well the types of services given and the benefits available from the services.
Peter Lougheed is the Canadian hospital which comes under the Alberta Health Services. The Canadian hospital is mainly located in Calgary, Alberta a small province in Canada. The hospital is established in the year 1988. It has the average of more than 240 emergency visits for the service users per day. It has around 577 beds. In 2011 this hospital has over 11,000 endoscopic methods (Albertahealthservices.ca, 2018). In this hospital the nursing and the physicians are coming from the Calgary general hospital. This hospital is serving much of the patients coming from the North east region of Calgary. This hospital also has the facilities of lift available for the patients up to £500. The hospital also has the emergency department which is available for 24/7.
Emergency Services- This hospital has the high quality emergency services for the service users and this will involve in providing them high quality care for the service users.
Gastroenterology Services- This service is quite popular in this hospital and it is widely accepted by the people living in the Calgary province of Canada. This service is also and has the nostalgia for the employees working in this department as well. This service is the top for the hospital as this is providing the facility to train for the staffs and the academic qualifications for the trainees in this department are the clinical gastroenterologists (Albertahealthservices.ca, 2018). There is an average of nearly 6-8 hours health related consultants in a single day and there is near about 4-8 patients is under the diagnosis of gastroenterology.
Therapeutic Endoscopy Services- This is the only hospital which is providing the therapeutic endoscopic services (Albertahealthservices.ca, 2018). The ERCP is carried out in this hospital for the southern region of Alberta.
Parking Services-Peter Lougheed Centre has four parking lots with different payment options and they also provide discounts for the senior citizens (Albertahealthservices.ca, 2018). They also have the parking stalls for the disable patients coming for treatment at Peter Lougheed hospital.
Lift Services- They also provide lift services.
The nurse practitioner is defined as the registered nurses who are involved in advanced training and treatment of any kind of illness. They basically prescribe the medications, treating of illness and administering the physical exams. They basically differ from the physicians as they are specifically focusing on the prevention, wellness and on the education. The Nurse practitioners basically works in different acute care settings which includes adult health, pediatric health, neonatal care etc.
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Job Title: Nurse Practitioner |
Reports to: Physician Date: 21st March, 2018 Written by and approved by- Manager Job Summary- The Peter Lougheed Hospital is looking for a professional nurse practitioner who will be providing high quality medical treatment and care to the service users. Job Duties and responsibilities Ø They basically obtain and identify the medical records of the service users and should be performing physical examinations Ø They diagnose and helps in treating illness of the service users Ø They also prescribe the medications for the service users. Ø They should also be performing the patient screenings and the patient history. Ø They should be providing education for allowing the service users for making decisions on their own health. Job Specifications ü Holding a DNP degree. ü Passing in the NCLEX-RN exam ü Minimum bachelor degree in nursing ü Familiar with the EHR medical charting system · A nurse practitioner should have been compassionate who will be usually provided high quality care and treatment for the service users. · A NP should have excellent inter personal and verbal communication skills. · A NP should also have the critical thinking and have proper judgment to be able to deal with the patients properly. · A NP need to have the idea of proper business ethics. · Hardworking and dedicated towards the organization. · Self Assessment skills · Good adaptability with any condition. · A NP should have the proper integrity. · Good emotional and behavioral skills. · Ability to work in a team. · Excellent active listening skills. Performance Standards Ø High quality treatment and care to the service users. Ø Meeting the expectations of the organization. Ø Competitive with the other nurse practitioners. Benefits ž Membership- The membership plan covers maximum of 2 members for the services they provide it to the service users. ž Discounts- It provides discounts up to 20 percent of the services they are providing it. ž Medical Insurance plan- It actually covers medically required diagnostic services including laboratory, radiological and other diagnostic process and provide insurance of 25 percent. Flexible Benefits ž Family Health plan- It should be covering up to 30 percent of the total coverage for their family members. |
Job enrichment is defined as the motivational method which is used by most of the organizations to provide improvement in the duties they have already given. Job enlargement is defined as the additional responsibilities which are getting added up with the other duties of the NPs for providing them the utmost satisfaction with their position they have it (Barnes, 2015). So the job enrichment and job enlargement which will be given to the candidate who will select for NP in Peter Lougheed Hospital are depicted below
The HR planning for the Peter Lougheed hospital should be affected by the internal as well the external factors of recruitment. It is important to consider both the internal and the external factors before the HR is planning for the recruitment of Nurse Practitioner in their hospital.
The internal factors which is influencing the planning for the HR are depicted below
Organizational Structure- The hospital needs to have the hierarchical organizational structure in order to make the working culture of the organization quite friendly and collaborative as well. This tells that each and every employee in the organization would be provided the opportunity to understand their roles and responsibilities well (Bratton & Gold, 2017).
Productivity-The Peter Lougheed Hospital should be providing a positive and good working environment where the employees should be motivated enough to provide their best which helps in enhancing the productivity of the employees (Jackson, Schuler & Jiang, 2014). They provide the training of the staffs and the performance reviews as well the other services in developing the flexibility in the culture.
Competition-The major competitors are the Foothills Medical Centre and South health Campus. The HR manager will try to forefeit the competitors with huge investment made for the recruitment and selection.
Compensation- The compensation should be including the base pay, paid breaks, holiday pay, and raise pay as well the health benefits.
Legal Services- The Company develops certain HR policies which need to be maintained by the candidate and this affects HR planning.
Internet- In this rapid era of technology, internet is the heart of communicating with the people and this is one of the most widely accepted tool for doing searching of talented and professional employees for any organization (Meyer, 2016). It is obvious that there is the need of the internet by the HR manager for searching the candidates over the internet and selecting the best out of it. This is fast and reliable.
Job fairs and open houses- The job fair are used from where the candidates are selected by the panel of experts from the hospital. The job fair is conducted in order to get the best of the candidate from the pool of talents and this will help in analyzing the best candidates required for the job (Morton et al., 2017). The open house method of recruitment is basically the method where the exiting staffs should be able to stay at the organization bench and the interested personnel can be able to ask the questions directly to the candidates.
Employee Referrals- The employee referrals is the other important method of external recruitment where the best talents are attracted as they are providing the referrals of some of the best possible candidates required for the job or nurse practitioner (Jackson, Schuler & Jiang, 2014). The employees who are coming from the referrals are basically talented and self motivated.
The steps which are involved in the process of selection are depicted below
Step 1: The HR manager should be analyzing the application forms of the candidates which has been gathered and completed online and this will involve all the essential information about the candidates who are quite interested in the position for which the vacancy is there.
Step 2: In this step after the application forms are collected and analyzed, there is the review of the resume to be taken place which is suited for the organizational culture of the Peter Lougheed hospital. There is the need of prescreening to be done by both the Hr practitioner and the Hr manager of the hospital.
Step 3: In this stage after the candidates were selected, the selected candidates are called for the telephonic interviews by the HR manager for checking the communication skills of the selected candidates (Holloway & Galvin, 2016). If the candidates do have the level of communication at its highest standards, then only they are called for the written test by the hospital.
Step 4: In this stage there is the selection of the candidates to be taken place having the good written, verbal and inter personal skills for the nurse practitioner. The written test is then evaluated by the HR practitioner. If it is seen that the candidates will get the satisfactory remarks from the written test, then they are called for the interview as well.
Step 5: In this stage there s the interview to be taken of the passing candidates, the final process before the hiring is going through the entire test which has been conducted and will be testing of their scores and other attributes before hiring them finally.
Step 6: The candidates are after that will be informed from the calls or the emails about their selection by the HR manager.
The individuals involved in the selection interview are the HR practitioner as well the HR manager. The HR manager should be presented in each and every interview of this hospital takes place as the HR manager should be providing the best of the decisions for hiring the proper candidate for the designation of nurse practitioner (Parahoo, 2014). In the interview for the hiring of the candidates applied for the post of NP, the HR manager should be looking for the communication, problem solving, active listening, proper decision making and the observational skills so that they can be able to handle long hours. The HR manager should be looking for all the skills they should have in order to be selected and hired as the nurse practitioner at Peter Lougheed hospital.
When I am working in a reputed hospital on 26th March 2018, I remember an incident which took place with mine. I saw one physician is stealing the prescription of a service user from the laboratory. I have been the main witness of this incident as I was standing beside the lab room and behind the stairs. At that time I would be reporting to the top management regarding the incident.
The HR manager checks about the problem solving skills and how the interviewee will deal with the situation.
Yes I have been in disagreement in the context of diagnosis with the physician. I was not satisfied with the medical treatment given to a service users suffering from cancer. At that stage the service users do not want the diagnosis but the physician want that the diagnosis should be done immediately.
By asking this question we understood its passion, proper judgment and analytical skills.
I would contribute to the experience of the patients by asking and communicating regarding the treatment and medications the service user is taking it.
By asking this question I want to uncover the emotional skills and how compassionate is the candidate. I hope to learn the commitment of the candidate towards the patient’s responses.
A patient who was under my supervision wants more antibiotics. The patient is suffering from lung disease and the patient needs much more antibiotics than the normal dosage to make the patient heal quickly.
This question tells us that the candidate can be able to provide the right education and how they approach towards prescribing it.
At the time when the service user is not responding positively to the sufficient situation, then I need to consult with my physician who was taking charge of the patient and want to get some confidential information from the service user.
By asking this we want to test its verbal communication and negotiation skills for the candidate.
I am in a situation where the patient is suffering from dementia and I was taking charge of the patient. Due to dementia I observed some strange behaviors and have the tendency of committing suicide. At this time I have made the patient to stay with me for some days in order to observe the attitude of the patient.
By asking this I would like to learn the positive attitude and how the candidate can be able to interact with the patients. I am looking to uncover the adaptability skills of the candidate.
The steps for designing an on-boarding program are depicted below
Planning for the future-The candidate is required to provide ample information about the rules and responsibilities and about the policies and regulations before the candidate is actually hired.
Providing detailed information- The detailed information regarding the job summary and the job description is provided to the candidate.
Individualizing the process- It is important that the candidate should know the processes of how they will perform their roles in the company.
Analysis of Budget- The Company should know and evaluate the proper budget of the on boarding program.
The business case is that, Peter Lougheed Centre is trying to recruit and hire non experienced nurse practitioner. The company pays for the on boarding program as this will ultimately help in recognizing that whether the new hired could cope with the work culture and understand what the company expects from the candidate. I chose the program designed above in order to understand the attitude and behavior of the new hire towards this job the candidate applied for. The purpose of on-boarding program is that it helps ensuring that whether the relationships should start with the right note or not which is always critical.
Response of the site owners- The response from the site owners is required for understanding of how the candidate will perform in the future.
Local Public Feedback- The local public feedback is required for measuring the effectiveness of the on boarding program.
Staff Punctuality- The staff punctuality is needed to be assessed by the hospital authority for measuring the effectiveness of on boarding program.
Performance Enhancement- It is important that the compensation is provided to the candidate if they can improve on their performance.
Expectations of Organization- Peter Lougheed Center would expect that the new hired should be fulfilling their expectations
Competition- The new hired should be competitive at any time as and when it is required by the company.
Worth of Job
The worth of this job is made by providing excellent performance to be given by the new hired. The compensation package should be meeting the needs and demands of the new hired and it should be equal for the all the candidates having the job designation of a nurse practitioner. The compensation should be given to the candidates if they meet the demands of the shareholders.
The various types of compensation packages are depicted below
Base Pay- The base pay is given to the staff which is around $20-$25 per hour.
Overtime Pay- The overtime pay is given to the staffs when they work more than the time allotted for her to work.
Paid Breaks- This defined as the paid or lunch break which is given to each and every staffs of the hospital
Holiday pay-The holiday pay is the compensation given to the NPs of this hospital due to the sick leave or maternity leave.
Raise in pay-This is the compensation given to the staffs who were very good in their performance. This is the rise in the salary for the staffs and it is provided according to the performance.
Membership- The membership plan covers maximum of 2 members for the services they provide it to the service users.
Discounts- It provides discounts up to 20 percent of the services they are providing it.
Medical Insurance plan- It actually covers medically required diagnostic services including laboratory, radiological and other diagnostic process and provide insurance of 25 percent.
Flexible Benefit Plan
Family Health plan-It should be covering up to 30 percent of the total coverage for their family members.
Conclusion
From the study it is evident that the Peter Lougheed hospital is a very good organization where the individual should be applying for the post of nurse practitioner. The company is basically requiring the type of candidate for the post of nurse practitioner who can deliver high quality care and treatment to the service users.
References
Albertahealthservices.ca (2018). Peter Lougheed Centre | Alberta Health Services. Alberta HealthServices. Retrieved 31 March 2018, from https://www.albertahealthservices.ca/info/facility.aspx?id=2
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