What is your plan of action for your specific training/development task to be completed?

Your “supervisor” at your
simulated organization has given you a specific training/development task to complete, and has also provided
you with general details of the training needs assessment. You have also been provided with a few tips and
insights that will help you formulate your plan of action.

Your output should be a presentation detailing your plan of action to respond to your supervisor. Your
presentation should be no more than 10 minutes. Presentations should include your narration and a visual aide
(PowerPoint, Prezi, Emaze, Microsoft Sway, Microsoft Mix, and/or a detailed outline are acceptable).
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Running head: THE INTERACTION BETWEEN HUMAN RESOURCE AND OTHER
DEPARTMENTS
The Interaction Between Human Resource and Other Departments
By Demetrious Mack
April 8, 2018
Saint Leo University
THE INTERACTION BETWEEN HUMAN RESOURCE AND DEPARTMENTS
Interaction Between Human Resource and Finance Department
The human resource must work in tandem with the finance department due to several
reasons. There is always a tension between the two departments, but they have distinct roles.
Primarily, departments interact and work together to achieve a goal for an organization. In their
interactions, they share overlapping responsibilities within the financial duties (Liu, 2016).
Moreover, they relate to establishing ways of improving the profitability of a business like the
impacts of salary increment to employees, and bonuses.
Interactions Between Human Resource and Information Systems Department
Human resource and information systems department must keep in close contact for
adequate functioning. They relate to that human resource require strategic planning within their
operation which can be given by the information and system division. Moreover, forecasting and
planning, records management, knowledge administration, and compliance are functionalities of
human resource that requires information management systems for effective operation (Obeidat,
2018). It means that two departments must work closely within an organization to ensure
effective processes. The human resource and the information systems department may share the
mentioned functions as they are required to keep the office operations in an organized manner.
Interactions Between Human Resource and Marketing Department
Human resource and marketing department relate to producing the best brands to meet the
customer demands and make them satisfied. Human resource department assimilates individuals
with the talents of producing the best brands that are significant for corporate growth.
Additionally, marketing employees within an organization must be kept happy through adequate
reimbursing to attract their attention and ensure they work smart for the company (Giannakis,
2014). As a result, it is the role of the human resource to plan effectively for such happy
2
THE INTERACTION BETWEEN HUMAN RESOURCE AND DEPARTMENTS
moments maybe through preparing for free monthly lunch sessions to keep the employees happy
and make them concentrate on their jobs.
3
THE INTERACTION BETWEEN HUMAN RESOURCE AND DEPARTMENTS
References
Giannakis, D., & Harker, M. (2014). Strategic alignment between relationship marketing and
human resource management in financial services organizations. Journal Of Strategic
Marketing, 22(5), 396-419. http://dx.doi.org/10.1080/0965254x.2013.876082
Liu, P. (2016). Research on the Relationship Between Strategic Human Resource Management
and Organizational Performance Based on Contingency Mode. Journal Of Human
Resource Management, 4(5), 55. http://dx.doi.org/10.11648/j.jhrm.20160405.12
Obeidat, B. (2018). Retrieved 7 April 2018, from
https://www.researchgate.net/publication/276181874_The_Relationship_between_Human_
Resource_Information_System_HRIS_Functions_and_Human_Resource_Management_H
RM_Functionalities
4
West Central Florida Medical Center
1768 Caduceus Way
Nohweare, Florida 33333
January 2, 2016
Dear “Student”:
What a pleasure to meet with you earlier this week! I would like to formally offer you the position of
Assistant Director in Human Resources with West Central Florida Medical Center.
As you know, we are one of the largest non-emergency medical and surgical centers in West Central
Florida, and our human resource needs are varied. I know that you will bring a great blend of education
and experience to our team.
As we discussed when we met, we will need you to “hit the ground running” with various projects that are
already waiting for you. I certainly look forward to working closely with you to increase the status and
growth of the Center.
We’re glad you are joining us! Please don’t hesitate to let me know if my office can provide any
information or support.
Regards,
Florence Nachtundvend
Director of Hospital Administration
CC:
WCFMC Board of Directors
Director of Surgery & Medicine
Assistant Director of Patient Care
Assistant Director of Facilities Management
West Central Florida Medical Center – Because You Care, We Care
Proud Member of the Totenvolks Hospitals Alliance®
Simulation Introduction and Instructions
Student, congratulations on your new position as the Assistant Director for HR at the West Central
Florida Medical Center, a small medical and surgical hospital in Nohweare, Florida! Situated in the
small town of Nohweare, with about 20,000 residents, WCFMC is a private, not for profit hospital
with a walk-in medical clinic, outpatient surgery center, and many specialists (no ER services are
offered).
Your responsibilities will be focused on both medical and support personnel, meaning doctors,
nurses, CNAs, volunteers, as well as billing coordinators, customer service reps, and facilities
workers such as janitorial and food service workers.
Your primary responsibilities:
?
?
?
?
?
Creating Recruiting and Selection processes for all Center job titles
Determining Compensation Plans for all Center job titles
Planning, Implementing and Evaluating training programs for all Center job titles
Creating Performance Evaluations for all Center job titles
Direct involvement with Center Legal Counsel related to Employee Relations and Risk
Management issues for all Center job titles
You report to both the Director of Hospital Administration (primary), and also the Director of
Surgery & Medicine (when your work involves a medical professional) both of whom report
directly to the Center Board of Directors and the CEO of the parent company, the Totenvolks
Hospitals Alliance.
You should create a presentation to address the following problems as you would present to your
supervisors.
Contact your instructor to confirm how many simulations are due for this course. You should
expect your presentation(s) to take about 10 minutes each, and you must do your best to address
all the issues in the situation(s) in the time allotted. The choice of visual aid is up to you and the
discretion of your professor. You will be graded on:
?
?
?
Addressing all the issues in the simulation: did you propose a reasonable solution for the
problem(s)?
Critical thinking: did you approach the issues from a Strategic HR perspective?
Presentation Quality: did you create and deliver a professional presentation?
Contact your instructor to confirm how many points each presentation will be worth.
West Central Florida Medical Center – Because You Care, We Care
Proud Member of the Totenvolks Hospitals Alliance®
I – Recruitment & Selection
Your Supervisor came to you with 2 separate projects related to Recruitment and Selection:
From: f.nachtundvend@wcfmc.net
Sent: Monday, January 11, 4:30 PM
To: Student
Subject: Staffing Projects for you
Student,
You’ve already got your work cut out for you! I have two requests that I need you to get started on
right away:
1st Priority – Create a proposal to Recruit, Select and Onboard a new plastic surgeon for our
dermatology and skin-care division.
Your considerations should include:
?
?
?
?
How to recruit candidates
How to select the final candidate
How to make the offer
A realistic timeline for getting this done
2nd Priority – After numerous complaints over the years, we have ended our contract with DeliCious, the Food Service Company that used to run our small snack bar/lounge for patients and
employees. The old snack bar still exists, but now you will need to hire employees to run it. I have
already hired someone from a partner location to be the full-time Food Service Manager. Now
you’ll need to create a proposal to Recruit, Select and Onboard a new team of food service workers
to help run the snack bar. We’ll need 3-4 Food Prep Workers, and 5-6 Cashiers, most of whom will
probably be part time.
Your considerations should include:
?
?
?
?
How to recruit candidates
Determining how many will be needed and whether they are part time or full time based on
a typical schedule for the week
How to select the final candidates
A realistic timeline for getting this done
A couple of things to know:
WCFMC is open 8am – 8pm 7 days a week, and food is served in the snack bar during these hours
Any hires of medical employees must have the approval of the Director of Surgery and Medicine
The snack bar serves mostly sandwiches, and pre-packaged and easy to prepare foods, so
experienced cooks are not required for the food service jobs.
West Central Florida Medical Center – Because You Care, We Care
Proud Member of the Totenvolks Hospitals Alliance®
II – Compensation
From: f.nachtundvend@wcfmc.net
Sent: Monday, January 11, 4:30 PM
To: Student
Subject: Compensation Project
Student,
Okay, I’ve got a big project that needs the attention of HR.
Our Front Office Staff of the WCFMC have not had a raise in 3 years. This is mostly due to budgetary
issues. Now I am concerned that there will be a turnover problem; administrative employees might
get so disgruntled with the situation that they will start leaving in large numbers.
I’d like you to do some job evaluation to determine whether the front desk staff, including
receptionists (who answer phones and emails, greet patients and schedule appointments) and
billing coordinators (who take insurance and payments) are getting paid equitably with their peers
at other medical centers, and if not, what to do about it.
A couple of things to know:
You should probably look online to see what typicStudent salaries and compensation are for
receptionists and billing coordinators at our competitors. You should also consider the labor
market, cost of living and other external influences on compensation
Don’t forget to consider Non-Financial Compensation at WCFMC…there are things that we can offer
that other medical centers may not
Ultimately we are a business even though the Medical Center is not for profit. We might not be able
to prevent people leaving, but we want to know where we stand in comparison.
Let me know if you have any questions! Hope you can have some information to share in our senior
staff meeting next week.
Yours,
Flo
Florence Nachtundvend
Director of Hospital Administration, WCFMC
West Central Florida Medical Center – Because You Care, We Care
Proud Member of the Totenvolks Hospitals Alliance®
III – Training & Development
Your boss has Training-related job for you:
From: f.nachtundvend@wcfmc.net
Sent: Monday, January 11, 4:30 PM
To: Student
Subject: Training Project
Student,
I’d like you to coordinate a very important training for a new group of 12 nursing assistants we
hired just before you joined us. They are required by law to take a Bloodborne Pathogens training
to work at our Center.
Could you create a training plan for this situation and be ready to present it to the senior staff next
week? Of course they’ll want it to be interactive, and you can have as much as 1 full day (8 hours)
to conduct the training, if you need it.
In your presentation, be sure to discuss:
?
?
?
How you will plan, develop and design the training?
How you will implement the training (time, methods, location, etc.)?
How you will evaluate the training to demonstrate that it was effective and helped our new
nursing assistants to follow safe guidelines?
A couple of things to know:
Feel free to get one or more of our senior nurses or doctors to teach the course; they’ll be able to
cover all the topics that you need…however, they’ll need you to give them a specific schedule/plan.
Since the training is already required by law, it would probably be best to evaluate this program on
a Reaction and a Learning or Behavior level, probably not at a Results level.
Yours,
Flo
Florence Nachtundvend
Director of Hospital Administration, WCFMC
West Central Florida Medical Center – Because You Care, We Care
Proud Member of the Totenvolks Hospitals Alliance®
IV – Employee Relations / Risk Management
From: f.nachtundvend@wcfmc.net
Sent: Monday, January 11, 11:30 AM
To: Student
Subject: CONFIDENTIAL
Student, as you probably heard, we had a serious issue occur while you were out of the office last
Friday. A woman who works in our medical transcription room had an ex-boyfriend come to the
hospital looking for her. He was carrying a weapon. Luckily for us, one of our security officers was
able to apprehend him and escort him off campus before anyone was hurt. However, it has gotten
everyone thinking about better security at our Center…this is a problem we have ignored for far too
long.
I want you to develop a safety and security plan that we can implement for the entire Medical
Center. Of course we want to be practical in terms of access while also keeping costs down, but you
need to think about things like:
?
?
?
?
?
A process for visitors to sign in and get badges while they are on our campus
A process for employees to report any suspicious activity
Better security at the front doors – right now, all we have is 2 security guards making the
rounds and a receptionist at the front desk
Emergency evacuation procedures
Designating “safety officers” who will be in charge if (when) there is another issue
A couple of things to know:
Right now, all we have in places is employee badges, and locked front doors after business hours
If you think we need to do something expensive, be able to justify it to our parent company
Let me know if you have any questions! Hope you can have some information to share in our senior
staff meeting next week.
Yours,
Flo
Florence Nachtundvend
Director of Hospital Administration, WCFMC
West Central Florida Medical Center – Because You Care, We Care
Proud Member of the Totenvolks Hospitals Alliance®
Running head: THE INTERACTION BETWEEN HUMAN RESOURCE AND OTHER
DEPARTMENTS
The Interaction Between Human Resource and Other Departments
By Demetrious Mack
April 8, 2018
Saint Leo University
THE INTERACTION BETWEEN HUMAN RESOURCE AND DEPARTMENTS
Interaction Between Human Resource and Finance Department
The human resource must work in tandem with the finance department due to several
reasons. There is always a tension between the two departments, but they have distinct roles.
Primarily, departments interact and work together to achieve a goal for an organization. In their
interactions, they share overlapping responsibilities within the financial duties (Liu, 2016).
Moreover, they relate to establishing ways of improving the profitability of a business like the
impacts of salary increment to employees, and bonuses.
Interactions Between Human Resource and Information Systems Department
Human resource and information systems department must keep in close contact for
adequate functioning. They relate to that human resource require strategic planning within their
operation which can be given by the information and system division. Moreover, forecasting and
planning, records management, knowledge administration, and compliance are functionalities of
human resource that requires information management systems for effective operation (Obeidat,
2018). It means that two departments must work closely within an organization to ensure
effective processes. The human resource and the information systems department may share the
mentioned functions as they are required to keep the office operations in an organized manner.
Interactions Between Human Resource and Marketing Department
Human resource and marketing department relate to producing the best brands to meet the
customer demands and make them satisfied. Human resource department assimilates individuals
with the talents of producing the best brands that are significant for corporate growth.
Additionally, marketing employees within an organization must be kept happy through adequate
reimbursing to attract their attention and ensure they work smart for the company (Giannakis,
2014). As a result, it is the role of the human resource to plan effectively for such happy
2
THE INTERACTION BETWEEN HUMAN RESOURCE AND DEPARTMENTS
moments maybe through preparing for free monthly lunch sessions to keep the employees happy
and make them concentrate on their jobs.
3
THE INTERACTION BETWEEN HUMAN RESOURCE AND DEPARTMENTS
References
Giannakis, D., & Harker, M. (2014). Strategic alignment between relationship marketing and
human resource management in financial services organizations. Journal Of Strategic
Marketing, 22(5), 396-419. http://dx.doi.org/10.1080/0965254x.2013.876082
Liu, P. (2016). Research on the Relationship Between Strategic Human Resource Management
and Organizational Performance Based on Contingency Mode. Journal Of Human
Resource Management, 4(5), 55. http://dx.doi.org/10.11648/j.jhrm.20160405.12
Obeidat, B. (2018). Retrieved 7 April 2018, from
https://www.researchgate.net/publication/276181874_The_Relationship_between_Human_
Resource_Information_System_HRIS_Functions_and_Human_Resource_Management_H
RM_Functionalities
4

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