In this regard, human resource development will encompass the lucid development of staff in relation to best practices. For instance, performance appraisal mechanism should be integrated instructively. Part B.

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...

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.