Human resource management at Smiling Faces pediatric oncology clinic

Human Resource Setup in a Clinical Environment

Developing a quality human resource initiative is instrumental in illuminating to other departments namely the marketing and the finance department. Technically, the human resource facilitates the recruitment, training, and development of staff. In a clinical environment, there are a diverse human resource prospect namely, nurses, secretary, physicist and radiation therapists among others. The thesis behind human resource department is on its ability to affect other departments collectively through the provision of skilled and unskilled expertise. Indeed, in a clinical setup, human resource determines the nature and quality of recruitment. This analysis will be instrumental arguing that the human resource department is the chief department expected to illuminate on the development and quality of other departments. The analysis will appoint smiling faces pediatric oncology clinic as a suitable case study. The analysis is segmented into two main sections: Part a will present feedback in favor of the human resource approach against finance and marketing while Part B will attempt to present discussion seconding the presentation.

Part a.

Feedback

Strengths of the work:

According to the above extract, it is coherent to note that the specified health management mechanism meets the requirements of the jurisdiction of Michigan. Primarily, the health management plan is distributed in vital organizational departments, human resource and staffing finance management and marketing department. Each department has an obligation to contribute to the aggregate production of the process. Secondly, the organization's approach is designed to ensure that the organization is well accepted by different players. In this respect, concern is directed on organizations to develop quality control mechanism.

b) Identify areas for expansion or clarification

Although various departments operate in the same threshold, it is good to note that there is a derived necessity to ensure that the human resource and staffing department need expansion and proper clarification. Recently, the ever-increasing number of patients with special attention has been overwhelming the clinic-installed capacities. As a result, there is a necessity to recruit more staff members, especially in the outpatient department, and the home follow-up plans. In this regard, the organization should develop a legal and contractual relationship with employees. The employees should receive initial orientation on the nature of duties that the organization should expect from them. In addition, issues related to personal conduct and job responsibilities should be addressed at this point. With time, employee performance should be evaluated on the best scheme analysis to ensure employees are best fit to respond different organizational challenges.

Incorporation of the presentation in a clinical environment

This presentation has been integral in explaining the importance of the human resources in illuminating to other departments. The section has clarified the need for derived necessity to orient a quality human resource with the intent to foster proper development of a consistent organizational culture. In particular, the presentation has focused on the nature of quality recruitment, training, and follow up training mechanism. Ideally, it should be noted that health practice is a dissatisfactory career that is considered unthankful to a majority of the practitioners. Therefore, it is imperative to develop decisive policies that will seek to respond directly to prevailing challenges collectively.

In a work environment, the desire to develop robust policies that are engineered towards appreciating all individuals on aggregate is decisive. Firstly, it should be noted that human resource policies/approach being advocated in this document are instrumental since they keep this clinic in compliance with national and international standards. Secondly, the policies will be vital in aiding the consistent treatment of staff in relation to ethics of fairness and transparency. Thirdly, the above human resource policies will be vital in making the management understand the nature of the decision made. In a working environment, it is advisable to develop consistent, predictable, and uniform decisions. Fourthly, the above presentation will aid the proper development of communication stratagems. In this regard, asset value, expectation and how things are done will remain an integral focus.

In an ideal working environment, it will be vital to initiate the collectivism policy. Essentially, the collectivism policy will be vital to respond to aspects of self-management a vital prerequisite required in the development of a required human resource staff. Firstly, the policy will be legislated in line with human resource requirements. Secondly, the policy will be instrumental in empowering clinical competences in line with American Nurses Council. Therefore, in deliberating about the change in policy, it is good to note that the policy will be crucial in enhancing awareness, understanding, involvement, and commitment.

In addition, the ideas in the above are instrumental in realizing the role of a human resource in illuminating to other departments. Other departments in relation to this discussion are the finance department and marketing department. Therefore, in this regard, proper recruitment will be instrumental in illuminating on the desired human resource paradigm in the finance and marketing department. In this light, the human resource is expected to select, utilize, and train employees in these departments. Again as part of the human resource mobilization platform, it is necessary for the managers and supervisors to request periodical assessments of from these departments.

Therefore, in incorporating the stipulations of these presentations, it is good to argue in support of the presentation by establishing that organization culture which will transfer executive management to self-management. A pleasant clinical culture is one that assesses norms, systems, symbols, beliefs, and habits.

Conclusion

In encapsulation, it is good to note that the human resource approach is appropriate as compared to finance and marketing approach. As the report has assessed, there are vital factors that seconds the human resource approach since, after all, the approach is considerate in responding technical challenges in different departments. In this regard, human resource is an impetus in a desirable budgetary system a critical prerequisite in this clinic.