courseworkhero.co.uk

as discussed 

Al Hassan, Hussain M

hussainmj2000@hotmail.com

Fundamentals of Human Resources Management

Assignment 1

July 19, 2013

The Nurse : Melanie Weigeshoff
Q1:
Before: 
The job of nursing used to be more time consuming and tiring which caused many nurse to quiet   early . The nursing job was full of papers work alongside with many responsibilities and duties. For that Melanie Weigeshoff have many responsibilities , duties and tasks consist of being   a nursing assistant and having to take   medication orders , lab test results , doctors` instructions for patient care to record it on paper, also she have to be always on the phone with the pharmacy, pressing them for medication refills or with doctors trying to decipher handwriting. Also she was clarifying doctors quickly scribed notes and   chronicling her patients’ progress by hand. 
After: 
After introducing the new technology the nursing job become easier and time saving which lead to having plenty of time to take care of their patients and be more focused in their job. As a result the duties, responsibilities and tasks reduced lots. Now Melanie Weigeshoff only have to greets patients at the start of each shift, then she logs in to their electronic records through wireless connection and reviews vital signs- temperature, heart rate .Also she click over medications order, making a note of each dose on the computer after she delivers it. She also   checks patient prescription on the screen which has been sent by a robotized sorting machine in the pharmacy. Finally she’s able to accurately do charts of the patient’s progress.

5/5

Q2:
Nurse Melanie Weigeshoff has many skills and Ability before and after the new technology. To begin with, she was able to clarify doctors quickly scribbled notes in paper and organizing them on files quickly. Also she is more to serving people and now their needs by that she loves helping people as nature of her personality not as what they asked her in her job. Also she is survivor and more into reaching her goals which is serving patients and draw a smile in her face despite the frustration in her job. Also she have Communication skills with is so obvious when she communicate with   doctors, pharmacy, and patients when she greets them in her shift. She is also so responsible when she take care of her family when she was young and take care of her patient when she became a nurse. Also she is more accurate in her job and has the ability to move through many tasks without making mistakes. Also she adapt with new situation and technology because she was able to receive the new system and progress

In it and also use it in her benefits rather than complaining. We can see also that she is as flexible as she welcomes any new technology that occurs. Also she has physical skills as she flip from place to another. Finally she has writing skills as she can write doctors notes quickly.   
After the technology we can see that she have computer skills as she has to deal with the system,   checking the patients’ records and progress. Also she has the ability to deal with electronic charts and read them. Also she has an observation skills as she observe the system and read it to record a notes about her patients. Also she has team work skills as she connect with other nurses when she reviews vital signs recorded by other nurses. She treats her patient with kindness and greets them with smile despite the stress and show sympathy. Problem solving and doesn’t hesitate when there is something wrong as   what happened in the beginning when the system was developed incorrectly.   Finally she has the ability to communicate with her patients, advise them, solving their problem and treat them.

4/5

Q3:

Identify the processes that need to be followed in order for this job to fill your financial and customer needs. What steps need to be followed for this job to be completed efficiently and effectively? Also consider what other jobs this job impacts, how it impacts the other jobs and when the impact is critical. Define the key functions required to complete the processes. Define the levels competency within the functions of the role from low performance to exceptional performance. The higher the level of competency, the greater financial impact there is for your organization.

5/5

Q4:

1. Organization- Organization is said to be the framework of many activities taking place in view of goals available in a concern. An organization can be called as a physical framework of various interrelated activities. all activities take place within this framework. The nature of the organization is dependent upon it’s goal. The business concern goal being profit- making. Clubs, hospitals, schools,etc. their goal being service

2. Job-  jobs tell us the activities to be performed in the organization. It is said that the goals of an enterprise can be achieved only through the functional department in it. Therefore, seeing the size of organization today, the nature of activities are changing. In addition to the three primary departments, personnel and research department are new additions. Various types of jobs available are :

a. Physical jobs

b. Creative jobs

c. Proficiency jobs

d. Intellectual jobs

e. Consultancy jobs

f. Technical jobs

3. People- The last and foremost element in personnel management is people. In a organizational structure, where the main aim is to achieve the goals, the presence of manpower becomes vital. Therefore, in order to achieve departmental goals, different kinds of people with different skills are appointed.

4. 5/5

Q5:

Recruitment Strategies

Ask candidates about goals

Ask questions that give you a clear idea of the extent to which a candidate’s five-year goals align with those of your company. This is more about the interview process than the recruitment process.

Retention and Training

Talented employees frequently cite two reasons for their departure from a company: a higher salary or more career opportunities elsewhere. Companies with successful retention programs focus on expanding training opportunities in house–and then tying these training opportunities back to compensation. Companies should also solicit employee input when devising career development and training programs.

Use global resources

Draw upon the company’s global resources to promote in-house advancement opportunities.

Training seminars that take place in other cities or countries can be great ways for employees to build skills while staying with the company.

Offer job rotation

Job rotation can keep employees interested in their work and expose them to all aspects of the company’s operation. This is one way to “re-recruit” employees.

Link career and promotion

Establish a career development path that is integrated with a track for merit-based promotion.

Invest in working conditions

Making small investments in working conditions, such as keeping air-conditioners in good working order, or providing showers, can go a long way toward maintaining employee satisfaction.

Internal recruitment strategies are part of the process but also need to consider external.

2/5

Total 21/30