Reference no: EM133286146 , Length: word count:900

Workforce Training Process

Human Resource Strategy 1

Ruth has just accepted a position at Helping Hands Healthcare (HHH) as supervisor to a new outpatient clinical documentation improvement team (CDI). Ruth has four analysts who report to her but has the approval to hire an additional four analysts.

1a. Identify the steps Ruth should take in the recruiting process? (Include at least three)

Ruth contacts the Human Resource (HR) Department to form a recruitment plan. HR asks Ruth if she would like to post the job internally, externally, or both.

1b. Identify some of the advantages of recruiting internal candidates? What are some of the disadvantages?

Ruth performs phone interviews with twelve of the candidates. She then narrows her list to the top six candidates and schedules them for onsite interviews. She is debating doing either situational or behavioral interviews.

1c. Differentiate between situational and behavioral interviews.

Human Resource Strategy 2

Ruth extended four offers, and they were all accepted. All four new employees will attend orientation together.

2a. Determine what topics Ruth should cover during employee orientation. (Include a minimum of 6 topics).

To encourage her team's success, Ruth has designed her training program to include all three sensory learning styles (visual, auditory, and kinesthetic).

2b. Differentiate between the three sensory learning styles.

Ruth receives an email from one of the team members about a locally sponsored training opportunity that would also provide continuing education units (CEUs) for each of the analysts to maintain their credentials. Reviewing the information, Ruth determines that training would be beneficial for the team and signs them up to attend.

2c. Articulate some of the benefits of off-site seminars and training.

Human Resource Strategy 3

Ruth hired the new employees with a 90-day probation period stipulated in their offer letter. At the end of 90 days, Ruth will meet with each of the employees and conduct a probationary performance review to determine if the employee is currently achieving expected outcomes.

3a. Identify the advantages of a probationary period for new employees.

Ruth has developed a policy for production and quality expectations based on benchmarks and sampling performed six months after organizing the team. Ruth records each staff member's productivity measurements on a tracking tool and then each month she provides each of the employees with their results. For two months in a row, Nina's production and quality have been well below standards. As a result, Ruth has created a performance improvement plan (PIP) for Nina.

3b. Identify and define the six steps of a performance improvement plan (PIP).

HHH performs annual reviews for all employees. Ruth decides she would like to incorporate the team into the review process by having the employees complete 360 performance appraisals for each peer.

3c. Identify some of the advantages of 360 performance appraisals. What are some of the disadvantages?