Human Services Report: Administrator/CEO Challenges and Roles

This report provides an overview of the human services field, discussing three key learning approaches: supporting community skills and standards, focusing on professional development, and analyzing job outlooks. It outlines three methods for administrators/CEOs to maintain accountability, including proper planning and evaluation, taking appropriate actions, and providing emotional support. The report also identifies three significant challenges faced by human services professionals, such as time constraints, limited organizational capacity, and insufficient training. The report concludes by referencing key academic sources that support the presented concepts and analyses.

Human Services

1
Table of Contents
The three ways to learn about such field with the necessity of fulfilling them are:.....................................2
Three ways for holding myself accountable for performing work...............................................................2
Three challenges in the role of administrator/CEO......................................................................................3
References...................................................................................................................................................4

2
The area of Human Services has a unique and interdisciplinary approach of meeting
various objectives such as fulfilling the requirements of human beings, problem-solving and
overall commitment to improving the quality of life of service populations (Albrecht, Bakker,
Gruman, Macey & Saks, 2015).
The workers of human services perform various tasks to improve the life of their clients,
evaluating their needs and providing emotional support.
The three ways to learn about such field with the necessity of fulfilling them are:
Supporting the skills and standards of the community- they define the proficiencies of
service workers and their roles and responsibilities towards the community. For achieving the
goals, the workers need to be familiar to work with the consumers and their families and shall be
well trained in a new frame of skills (Kianto, Sáenz, & Aramburu, 2017).
Professionals- the main purpose is to assist the communities and individuals for effective
functioning in various domains. For achieving this goal, the individuals must be caring and
understanding in dealing with others with effective communication and time management.
Job Outlook- Human Services Employment grew faster in all occupations throughout
the year 2000. For achieving the goal of Job Outlook, the prospects of such employment needs to
be be favorable for the elderly and mentally disabled. Adult Day Care promotes awareness
programs for adults for their care and supervision.
Three ways for holding myself accountable for performing work
There are three ways to hold myself accountable to perform quality work as the
administrator/CEO are as follows:
Proper planning and evaluation- the workers shall identify the client’s problems and
make a proper plan to overcome those problems inspiring to improve them for taking correct
decisions.
Taking proper actions- after proper evaluation and planning, the workers shall assist the
clients with the necessary paperwork and ensure that the services provided are appropriate
(Kramar, 2014).

3
Supporting emotionally- the workers must create good working relations with the
clients to making them comfortable in discussing their problems and seeking help.
Three challenges in the role of administrator/CEO
The Human Services Professionals face many challenges in the startup period, few of
which are:
Extra time- Such professionals require more than given time to complete their work.
Regular staff members work 40 hours every week.
To address this challenge, there needs to be flexibility in the work schedule. Secondly,
there should be shift timings as per employees and work comfort level.
Limited Capacity of the organization- Due to limited organizational capacity, proper
and effective communication is disturbed to a large extent (Paillé, Chen, Boiral & Jin, 2014).
To address this challenge, the erosion of the organization’s financial resources needs to
be stopped and secondly the management structure needs to be rescheduled.
Insufficient training- Due to the varying work environment, the population of the client
and the work level of the organization, there is a lack of sufficient and proper training to new and
skilled workers.
To address it, there needs to be proper arrangement for the employees from the
management team. Secondly, there should be a use of innovative tools and techniques.

4
References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), 7-35.
Kianto, A., Sáenz, J., & Aramburu, N. (2017). Knowledge-based human resource management
practices, intellectual capital and innovation. Journal of Business Research, 81, 11-20.
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human
resource management the next approach?. The International Journal of Human Resource
Management, 25(8), 1069-1089.
Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on
environmental performance: An employee-level study. Journal of Business
Ethics, 121(3), 451-466.