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Strategic Management Paper

947 words - 4 pages

Strategic Management PAGE \* MERGEFORMAT 4
Running head: STRATEGIC MANAGEMENTStrategic ManagementTifany SneadUniversity of PhoenixHuman Resources: Principals and Practices in Health CareHCS/427Tracie MileskiMarch 14, 2010Strategic ManagementThe role of a Human Resources Manager varies from organization to organization. This paper will explain a few of the constant roles and responsibilities of the Human Resources Manager. First, this paper will discuss recruitment and retention. Second, this paper will discuss employee performance management. Next, this paper will explain regulatory compliance. Lastly, this paper will discuss compensation and benefits. After reading this paper, one should be able to have a greater understanding of the roles and responsibilities of the Human Resources Manager.The Human Resources Managers responsibilities in the recruitment and retention of employees is to first advertise the opened positions and the requirements for the positions in the local papers, and in some instances, online and at workforce centers in the community. The Human Resource Managers responsibilities also consist of reviewing applications and resumes, scheduling interviews with prospective employees and offering positions to the candidates best suited for the position. When it comes to retaining employees, the Human Resources Managers responsibilities are to offer certain programs for the employees, such as award and recognition programs, child care assistance, tuition assistance, career development opportunities and advancement opportunities as well. Also, to establish and follow thru with a retirement package that surpasses other health care companies in the vicinity. Depending on the organizations size, "training and development is a sub-function of Human Resources but it is also frequently found as a separate, free standing function reporting to other major departments." The training of nurses has previously been in the Nursing Department alone. However, now training and development is available, and sometimes required, for all people in all departments of the health care industry. The Human Resources Chief Officer is usually given the task/responsibility of training non-clerical skills and management development to certain employees. However, educational and clinical training still remain the responsibility of the Nursing Department. Performance appraisals not only assist in determining compensation and benefits, but they are also instrumental in identifying ways to help individuals improve their current positions and prepare for future opportunities. As the structure of organizations continues to change-through downsizing or expansion-the need for training and development programs continues to grow. Improving or obtaining new skills is part of another area of HRM, known as training and development. "Training focuses on learning the skills, knowledge, and attitudes required to initially perform a job or task or to improve upon the...

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