HR Management Tools and Teams Report - GCU Healthcare

This report analyzes HR management tools and team dynamics within a healthcare setting, specifically focusing on Prime Healthcare Services. The assignment covers key areas such as quality improvement and control, including techniques like the PSDA method and Gemba walks, alongside tools like cause-and-effect diagrams and flowcharts. It also establishes benchmarks for reducing employee turnover and improving workforce quality. The report further examines team dynamics, identifying characteristics, attributes, and practices of successful teams, and explores methods to encourage a collaborative culture. Finally, it delves into cross-functional applications, emphasizing the skills needed for leadership development and approaches to enhance patient care and organizational needs, supported by relevant references.

HR Management Tools and Teams
Part 1: Organization Selection
Selected Health Care Organization: Prime Healthcare Services
Part 2: Staffing and Work Production
Quality Improvement and Control
1. To decrease the rate of employee turnover and increase
the level of job satisfaction among all the employees.
2. To recruit highly skilled employees for the purpose of
accelerating the quality of performance executed by the
employees.
3. Documenting all the audits and reviews performed
within the organization.
Improvement and Techniques
1. PSDA technique is an improvement cycle that consists of four
phases that is used for continuously improving the functioning of
the organization.
2. Gemba walk is another technique that can be used for evaluating
the standard work executed in the workplace and then seeking
opportunities for improvement (Gesinger, 2016).
3. Another simple technique to improve the quality of the
organization is Standard Work technique that simply includes
documentation of all the best practices taken in current situation
of a specific task or process.
Tools of Control Examples of Use
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1. Cause and Effect diagram.
2. Scatter diagrams.
3. Flowcharts.
1. The cause and effect diagram can be used for the purpose of
finding out the possible causes of employee turnover and then
developing a plan to reduce its rate (Harrington, 2016).
2. Scatter diagrams can be used to show relationship between
employee turnover rate and job dissatisfaction that may be the
cause and effect of the problem.
3. Flow charts shall be used to organize and maintain the
implementation plans for carrying out the work process.
Benchmarks
1. To diminish employee turnover rate
2. To hire high skilled workforce
3. To improve quality of performance
Examples of Use
1. In order to reach the first benchmark the job satisfaction level
shall be increased by applying strategies such as training
program.
2. The second benchmark shall be achieved by implementing
qualified recruitment program.
3. This shall be achieved by implementing training and development
programs.
Organization Vision and Mission
1. Vision – To deliver compassionate and achieve clinical
excellence to all the patients.
Alignment
1. The selected quality control tool such as cause and effect diagram
shall help detect problems during the functioning of organization
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2. Mission – To emancipate and enhance hospitals so that
they are enabled to execute compassionate and quality
care to patients and deliver superior healthcare for
distinctive communities (Primehealthcare.com, 2018).
and this shall help in delivering clinical excellence.
2. The flow chart tool can be used for maintaining and allocating the
suitable staff members or department for specific job role. this
would help in bringing in quality work within the organization.
Part 3: Team Dynamics
Characteristics (Identify characteristics of
successful teams.)
● Open and clear communication system
in between the team members is one of
the key characteristics of successful
teams since it has been observed that
most of the problems that might arise
can be as a result of communication
problems (Kotlarsky, Hooff &
Houtman, 2015).
● Diversified values within a team can
be determined as a characteristics of
successful team.
● Maintaining a cooperative relationship
Attributes (Identify attributes of successful
teams.)
● A team that have constructed a clear
vision have the capability of
maintaining a successful teams.
● Constructive communication is one of
the attributes that successful teams
possess.
● Appreciating the efforts and hard work
of each other is another attributes that
any successful teams possess.
Practices (Identify practices of successful
teams.)
● Being supportive of each other is one
of the key practices that successful
team members channels.
● Being flexible and practicing multi-
tasking efficiently is determined to be
a successful team.
● Embracing a healthy conflict and
avoiding any kind of ill treatment is
one of the significant practices of
successful teams.
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can be considered to be a
characteristics for being a successful
team members.
Methods and Approaches (Identify which methods and
approaches encourage a culture of collaborations.)
1. Open Communication lines and feedback system is a
great way to encourage a culture of collaborations.
2. Accountability measures is significant among team
members for the purpose of encourage a collaborative
culture.
Examples of Use (Provide an example of how methods and approaches
encourage a culture of collaboration. What would it look like in your
organization?)
1. Open communication line shall bring out the concealed issues
that the staff members might be suffering and as a result affecting
upon their performance. In addition to this, feedback system shall
be helpful to provide the management to understand that the steps
taken to make changes within the organization is appreciated by
the staff members or not as their opinion matters as well.
2. Accountability measures shall help the staff members to
understand the organizations goals and objectives. Additionally
shall enable distinctive teams to understand their responsibilities.
Part 4: Cross-Functional Application
1. What knowledge and skills will you need to acquire on your own leadership development journey to successfully prepare for
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such a challenge? Provide specific strategies and examples.
One of the skills that must be acquired for the purpose of encouraging collaboration among multiple diverse teams is the
ability to work closely with the team members. This skill shall enable the leader to understand and evaluate each team
member individually and then apply strategic plans to guide and encourage them towards innovative and creative
performance. In addition to this, the leader must enhance the skill of communication since it is one of the key medium with
the help of which any plan or strategy is implemented. Furthermore, a leader must possess the skill of motivating others and
this would ultimately enhance the collaboration of diversified team members (Bolden, 2016). A leader must also channel
positive approach always since being on the positive side of attitude not only encourages the team members instead develops
the collaboratively work with other team members as well.
2. What are methods and approaches that encourage a culture of collaboration that encourages cross-functional teams to improve
specific patient care and the needs of your organization?
The feedback of system is an efficient method to enhance the cross-functional teams to improve specific patient care but
also to fulfill the needs of the organization. The feedback system shall help to identify the factors that may be working
against the organization and are affecting the satisfaction level of patients and the staff members as well (Day et al., 2014).
In addition to this, keeping an open and frank approach to communication shall enable the organization to enable positive
impact upon its functioning. In fact it may also enhance the innovation and creative level of performances from the staff
members as they would not be hesitant to put their idea forward.
References
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Bolden, R. (2016). Leadership, management and organisational development. In Gower handbook of leadership and
management development, 143-158. Routledge.
Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in leader and leadership
development: A review of 25 years of research and theory. The Leadership Quarterly, 25(1), 63-82.
Gesinger, S. (2016). Experiential learning: Using Gemba walks to connect with employees. Professional Safety, 61(02), 33-36.
Harrington, H. J. (2016). Cause-and-Effect Diagram. In The Innovation Tools Handbook, 2(1), 73-82. Productivity Press.
Kotlarsky, J., van den Hooff, B., & Houtman, L. (2015). Are we on the same page? Knowledge boundaries and transactive memory
system development in cross-functional teams. Communication Research, 42(3), 319-344.
Primehealthcare.com. (2018). Retrieved from https://www.primehealthcare.com/About-Prime/Mission-Values.aspx
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