Significant Influence of Joint Commission on HRM Functions

This study analyzes the influence of the Joint Commission on HRM functions, including performance management and job description development. It also explores the importance of collaboration between HR and department managers in filling open positions. The study discusses training programs for managers, factors determining compensation and benefit plans, performance appraisal methods, and strategies to manage performance- and behavioral-based employee problems.

HUMAN RESOURCES IN HEALTH
SERVICES

Table of Contents
Introduction......................................................................................................................................3
Significant way that the Joint Commission influences basic functions of HRM............................3
The importance of collaboration between HR and department managers when filling open
positions...........................................................................................................................................5
Training program for managers.......................................................................................................5
Factors determining Compensation and benefit plan......................................................................7
Performance appraisal method........................................................................................................8
Strategies to manage both performance- and behavioral-based employee problems......................8
Conclusion.......................................................................................................................................9
References......................................................................................................................................10
2

Introduction
A successful and effective organizational working is achieved through efficient handling of
human resource practices in the organization. The current study aims to analyze the functioning
of HRM practices including performance management activities and job description
development influenced by Joint Commission. The study will further elaborate on interview and
selection procedure that corresponds to laws and regulations of employment. The study will also
evaluate ways of integrating job performance and training along with recommendations for
appraisal methods.
Significant way that the Joint Commission influences basic functions of HRM
The Joint Commission is concerned primary to improve the quality of care provided by
Healthcare organizations providing support to improvement in the performance. Performance
management programs and job description developments is a critical link that allows review of
of patterns and trends in data along with collaboration working of Organization in order to
improve Healthcare quality and outcomes and reduced cost associated with Healthcare
(jointcommission.org, 2019).
Joint Commission has influenced performance management activities compliments with the
Cleveland Clinic efforts in order to improve patient care through incorporation of improvement
activities related to cost of services and quality of patient care.
The performance measures help in identification and organizations of ways of measurement
related to specific needs of organization and stakeholders. This entails configuring the measures
of performance of Cleveland clinics and grouping the measures to address acute care needs
(Aryee et al. 2016). The measures aims to bring about improvement in the field of safety
3

effectiveness of Healthcare patient-centered culture and social context timely delivery of services
Healthcare efficiency in in reducing waste of supplies equipment’s capital and opportunity along
with equitable services provided to the Healthcare uses by maintaining high quality care
standards.
The Cleveland Clinic maintenance performance measurement activities and job descriptions
which are concerned with the missions of joint Commission and provides a useful quality
oversight and facilities related to improvement in the internal quality. It helps in maintenance
and supporting standardization of guidelines related to to measurement of job performance and
development of job description according to the goals and objectives of the Healthcare
organization (Wager, Lee & Glaser, 2017).
The importance of collaboration between HR and department managers when filling open
positions
The collaboration between HR and department managers are essentially required in recruitment
process sad it helps to make the system proficient in dealing with tactical functioning related to
functioning of human resources.
● The collaborative working helps in supporting and identifying the workforce needs. It
helps in understanding the skills required by candidates for filling up the positions and
also identifying the qualified candidate (Sellers et al. 2015).
● Workforce strategies require strategic planning involving reviews related to future
demands of staff and training the current staff. The HR provides the expertise to
department managers for reducing the cost per hire and turnover and benefitting the
appropriate planning of succession.
4

● The collaborative working helps in resolving issues arising between employees or with
managers. A positive relationship in working between HR and managers helps facilitating
investigation in handling workplace issues and also providing effective mediation of
differences arising between the staff.
Training program for managers
The recruitment process of Cleveland Clinic reflects its ethics and standards and maintains the
principle requirements to fulfill the regulations of employment laws. The training program for
managers will help in acquiring skills related to identification of interview and selection
techniques that is affiliated to laws and regulations of employment. The training program must
ensure that managers are provided with knowledge for undertaking recruitment for a process
which is transparent and unbiased followed by selection and appointment of the appropriate
candidate (Guest, 2017). It is also essential that managers select candidates on the basis of merits
and best fit as per the organizational goals, values and philosophy.
● The basic requirement for undertaking interviewing techniques is providing and accurate
description regarding the position and primary task involved along with four
competencies which are required for performing of the role. The job description gives
precedence to competencies and makes a positive contribution to the requirements of the
job.
● It is essential that key selection criteria’s are shortlisted and finalized to maintain
consistency in the hiring process and reduce risk related to biases and discrimination.
This is incoherence with the terms and conditions stated in the discrimination section of
employment and Labor Law (usa.gov, 2019).
5

● The matters related to privacy and equal opportunity must be addressed while
undertaking recruitment process. This includes background checks of the employees
before hiring as stated in the Federal law and maintaining confidentiality regarding the
details of the employees strictly for organizational purpose. The managers must also be
trained to adopt a nondiscriminatory behavior in all stages of recruitment process. It is
must be acknowledged by the managers that the candidates coming for recruitment
purpose can take recourse to legal actions in case they feel discriminated or partial
behavior (Cooke & Bartram, 2015).
● It is essential that managers are trained to make recruitment and selection policies
transparent. By keeping the candidates inform regarding the status of application and
notifying them reasons regarding the decisions during the recruitment process meets
documentation and transparent appeal process which will establish procedural fairness.
It is important that the selection policies is based on ethical decision making which provides
equal treatment for all and respect for diversity while inducting selections on the basis of merits
and skills required for conducting the particular job.
Factors determining Compensation and benefit plan
The development of compensation and benefit plans see vital for management of human resource
practices for encouraging employees and attracting and retaining best employees to fulfill the job
requirements. The compensation plans must be fair, competitive and must be in coherence with
the strategic objectives outlined by the organization (Zhang et al. 2018).
● The labor market forms an essential factors that impacts upon the compensation and
benefit plan. The demand for skilled and deserving candidates in healthcare sector is
high as compared to supply. Hence it's advisable that the compensation and benefits
6

plans are designed providing the competitive wages as per industry standards and benefits
that matches the organization's objectives.
● The employment and labor laws must be consulted duly while determining the
compensation and benefits plans that ensure equity and unbiased attitude towards all the
employees. It's important to align the strategies related to benefit plans and wages with
strategic objective of organizations to evolve the regulations according to changes in the
employee requirements (Baum, 2016).
● It is also essential to help employees understand the offers and benefits provided by the
organization in order to increase engagement of the employees and also maintain the
retention of the skilled employees. It is important that employees are educated regarding
the available benefits and packages that provide best option to them and their families
which helps in communicating the value of the employees.
Performance appraisal method
Performance appraisal emphasize on improving the performance of employees and realizing
their full potential in carrying out organizational objectives and helping managers for making
work-related decisions. It also helps in establishment of high performance culture and provides a
guideline to employees regarding the requirements for improving the performance in
organization working.
The 360 degree feedback tool is an effective performance appraisal tool that has positive aspects
and provides a clear and important information regarding performance from number of sources.
The advantages of this method of performance appraisal include reduction and the risk of
discrimination development of personal and organizational performance and team development
(Aslam & Amin, 2018).
7

The rationale for selecting this meted is that it helps in providing employees long-term
development and helps in creating a strong leadership. The appraisal system aims at providing a
holistic approach towards performance of the employee which includes important factors such as
collaboration team working and leadership which are essential for the working of Cleveland
clinic.
Strategies to manage both performance- and behavioral-based employee problems
The effective and productive behavior and performance of the employees is required for
sustenance of organization. The managing of performance and behavioral based employee
problems can be effectively dealt with by disciplinary meeting (Terp, Hjärthag & Bisholt, 2019).
● It is essential that review file of the employees performance and behavioral record is
considered for understanding the past performance and behavior of employees.
● It is important that preparations regarding the discussions are undertaken for holding a
meeting with employees.
● The employees must be made accustomed with objectives organization and the related
issues.
● It is essential that employees are asked to provide inputs regarding the issues brought
forward and management must take effective steps in order to help the employees
overcome the issues (Allen, Alston & DeKerchove, 2019).
● Scheduling a follow up of the review plan of the employee’s performance and behavioral
conduct is essential step that must be conducted regularly.
8

Conclusion
The study safely concludes that development of job description and performance management
program is influenced by regulations mentioned by the Joint Commission. It has been also
emphasized in the study that an effective interview and selection process is essential the mixture
requirement of employment laws and regulations along with understanding the factors that
impact the compensation and benefit plans. The study also brings forward methods for effective
performance appraisal process to be inducted in Cleveland clinic along with developing
strategies that can effectively help in managing performance and behavioral based problems in
their employees for achieving desired results.
9

References
Allen, P. M., Alston, F. E., & DeKerchove, E. M. (2019). Peak Performance: How to Achieve
and Sustain Excellence in Operations Management. CRC Press.
Aryee, S., Walumbwa, F.O., Seidu, E.Y. & Otaye, L.E., (2016). Developing and leveraging
human capital resource to promote service quality: Testing a theory of performance.
Journal of management, 42(2), pp.480-499.
Aslam, A., & Amin, S. (2018). The Impact Of 360 Appraisal System On Employee
Productivity. Journal of Management and Human Resource (JMHR), 1, 98-113.
Baum, F. (2016). The new public health (No. Ed. 4). UK: Oxford University Press.
Cooke, F. L., & Bartram, T. (2015). Guest editors’ introduction: human resource management in
health care and elderly care: current challenges and toward a research agenda. Human
Resource Management, 54(5), 711-735.
Guest, D. E. (2017). Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal, 27(1), 22-38.
jointcommission.org (2019), Performance Measurement. Retrieved from
<https://www.jointcommission.org/performance_measurement.aspx>
Sellers, K., Leider, J. P., Harper, E., Castrucci, B. C., Bharthapudi, K., Liss-Levinson, R., ... &
Hunter, E. L. (2015). The Public Health Workforce Interests and Needs Survey: the first
national survey of state health agency employees. Journal of Public Health Management
and Practice, 21(Suppl 6), S13.
Terp, U., Hjärthag, F., & Bisholt, B. (2019). Effects of a cognitive behavioral-based stress
management program on stress management competency, self-efficacy and self-esteem
experienced by nursing Students. Nurse educator, 44(1), E1-E5.
10

usa.gov (2019), Labor Laws and Issues. Retrieved from https://www.usa.gov/labor-laws
Wager, K. A., Lee, F. W., & Glaser, J. P. (2017). Health care information systems: a practical
approach for health care management. NJ: John Wiley & Sons.
Zhang, J., Bal, P. M., Akhtar, M. N., Long, L., Zhang, Y., & Ma, Z. (2018). High ‐performance
work system and employee performance: the mediating roles of social exchange and
thriving and the moderating effect of employee proactive personality. Asia Pacific
Journal of Human Resources.
11