- Selection and Retention
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- Discuss how the Joint Commission on Accreditation of Healthcare Organizations (JCAHO)
standards impact how you develop job descriptions. Provide specific examples to support your
response.
- Discuss how the Joint Commission on Accreditation of Healthcare Organizations (JCAHO)
- The first impact includes helping the organization in developing competency in a certain job description in order to offer a reliable validation (Brown, 2006). For example, helping in developing a clear competency means that the organization is able to develop quality primary responsibilities. The primary responsibilities include offering essential duties to the patients. Also, include recruiting qualified staff members and verifying the total number of patients in which a certain health organization can be able to deliver.
- The standards of JCAHO also help in making sure that the health organization is able to implement the primary responsibilities discussed above (Brown, 2006). For example, this body defines competency in a manner that it is the ability to ensure all the employees adhere to the rules and regulations of an organization. This help in making sure that the employees possess their skills in right way and in the required positions.
- JCAHO affects the way an organization develops job description by offering the necessary responsibilities that an organization ought to take in order to develop the targeted requirements (Brown, 2006). For example, the organization has to assess all the staff members and various volunteers in order to make sure that they meet the required performance expectations. This is to ensure that every activity in the organization undergoes with the outlined laws and regulations.
- 2. Create a selection process for your specific health care organization that adheres to all legal requirements.
- The following selection process helps a healthy care organization to implement effective interventions in order to promote quality services under all legal requirements.
- Improving Quality of the systems used in the health care organization.
- This means that the organization is able to adhere to the required quality performance under minimal investigations from the authorities. The organization is able to grow awareness to the public about the operations it undertakes in specific medical fields. Working through this particular process, the organization is able to create new agendas for change. The new agendas ought to bring specific positive changes that improve the operations in the health care center. In most of the cases, the emerging programming that may result due to the changes made may involve a more fundamental reorientation in the health system.
- Proper Policymaking
- Proper policy-making helps an organization in achieving the intended objectives. The organization ought to make more researches on effective scientific investigations. This process will help the organization in making the necessary decisions concerning the emerging health issues. While legally making this decision it is important to note that the organization have the obligation of notifying the authorities and the public.
- Develop proper roles and responsibilities in quality services
- This is another way of improving the services in a health care organization. While adhering to this process, the organization has an obligation of making sure that all the tasks that each employee has to play are in line with the requirements of the law. The main concern on this process is making sure that there is development in the policies outlined in the organizations objectives. The organization has also has the obligation of engaging the authorities and the public in developing its responsibilities. The management of the organization may form various working groups among the employees that ought to help in achieving the targeted goals. The working groups may help the organization in developing various plans that can help in improving the services offered to patients.
- Outline a plan to maximize employee retention specific to your organization
- The management of the organization has to play the role of making sure it keeps only the best employees in order to get the only recommended results at the end of every financial year. Prior to that, the organization must retain only the employees who can be able to offer the best services to all patients. The following is an outline of how the organization may be able to accomplish this task of employee retention plan (Ulrich, Brockbank, Younger, Allen & Nyman, 2009).
- Finding out what the employees require
- The organization has the obligation of making sure that it is able to learn all the different groups of employees working in various departments. While finding out the likes of all the employees, the organization has the obligation of finding essential ways to motivate them. The employees are different in accomplishing what they can be able to do best in their area of expertise (Ulrich, et.al, 2009). In this case, the organization ought to make sure that it is able to meet all the demands of every employee.
- Asking various questions to all the employees
- In order to maximize employee retention, the organization may hold face-to-face conversation with the employees. The organization may also hold discussions with the employees by firming various small groups. In some cases, the organization may assign particular group the role of identifying what is affecting the morale of employees. This group may come up with the required procedure of identifying the needs of all the employees (Ulrich, et.al, 2009). At last, the organization may be able to identify what stress particular employees and come up with permanent solutions. The best strategy that the organization ought to follow is to spend some time with the employees and learn what keeps them in the working environment. This would help the organization to make a strong working relationship.
- Observe by watching the performance of the employees
- The management of the organization ought to keep track of the employees by observing what they perform in daily routine. The organization may be able to watch individuals as they perform their duties in various departments. In this case, the organization will be able to observe when there is a behavioral change in the practices of employees (Barfield, 2006). By making a clear observation of the employees, the organization may be able to allocate the necessary duties to every individual. In this case, the organization may be able to allocate those employees who perform labor work in the health center the areas that they can be able to do best.
- Tracking the indicators that show key performances
- The organization ought to identify the main indicators that result to better performance. In this case, the organization has the obligation of providing good coaching in the performance of every individual in the organization. Regular tracking of activities and measuring the financial outcomes in the organization helps in identifying the best practices that the organization may be able to undertake. The organization ought to develop a strategy in which it is able to make a system of tracking the important indictors that may be of help in attain the set goals. Organization every bit of information is another role that the organization ought to undertake in order to produce better outcomes (Barfield, 2006).
- Attract and retain the best employees
- The organization ought to improve the ability of attracting new employees. The organization also ought to identify the strategy of preparing and training the employees in order to undertake various obligations (Barfield, 2006).
- Outline a plan for terminating employees who are not a good fit for the organization.
- The best way that the organization may follow while terminating the employees is as indicated below.
- Communication
- The organization ought to have a dialogue with the employees that it intends to terminate. The best thing that the organization may do is informing the employees when they perform poorly (CCH Editors, 2008).
- Establish a period of further evaluation
- The organization may be in a position to establish a probationary period in which it can evaluate the progress of the concerned employees. For example, after hiring new employees, the organization may be able to evaluate what each of them is capable of doing. On this period, it is easy to fire those who do not meet the required expectations (CCH Editors, 2008).
- Always to be cool
- When firing the employees, it is advisable not to do it while on the heat of the action. Both the employer and the employee ought not to be in an emotional moment. The employee may end up filing a lawsuit if the employee is hostile while terming the working services (CCH Editors, 2008).
- Work with the union
- In order to issue the letter of termination to the employees, the concerned department ought to work together with the union. There is a need to have the backing of the union while performing the termination process (CCH Editors, 2008).
- References
- Barfield, D. (2006). Capture and continue: essentials for maximizing the benefits of business ownership. New York: The Barfield Group.
- Brown, T. R. (2006). Handbook of institutional pharmacy practice. New York: ASHP.
- CCH Editors. (2008). Income Tax Regulations. New York: CCH.
- Jcr, Joint Commission Resources. (2008). 2009 Accreditation Process Guide for Behavioral Health Care. New York: Joint Commission Resources.
- Ulrich, D., Brockbank, W., Younger, J., Allen, J., & Nyman, M. (2009). HR Transformation: Building Human Resources from the Outside in. New York: McGraw-Hill Professional.
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