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A Human Resources Management Plan and

Job Aid: Health Care Administrator

By:

Debbie Bryan
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Human Resources Management Plan: Health Care Administrator

I. Executive Summary

II. Introduction

III. Job Analysis - PowerPoint Presentation

IV. Process of Selection

V. New Employee Orientation Script

VI. Training Plan

VII. Summary
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Human Resources Management Plan: Health Care Administrator

Executive Summary

This is a proposal and recommendation for Robinson Memorial Human Resources

Management (HRM) hiring department program for a Health Care Administrator job/position.

The Human Resources (HR) Department in any facility plays a major role in the job hiring and

training process. Therefore, the recruitment method(s) used by the human resources department

play a critical role in the hospitals success rate. This proposal plan was designed to provide a

solid job analysis for a Health Care Administrator position as well as covers the selection

process, new employee orientation script, training plan, and discuss available benefits package.

Introduction

Today more than ever more people are taking advantage of going to college to advance in

his/her careers, especially in the medical field. This is why it is important for any HRM to make

sure that before beginning the hiring process their facility is updated and knowledgeable of all

resources available to them. According to Bohlander and Snell, (2007) it suggest that job

training and tool selection are important aspects of the hiring process because it allows the

company make sure that the best and properly qualified person is hired to do the job. This

process also helps to keep a company's job hiring streamline as well as the ability to compete

with other competitive employers (Bohlander, & Snell, 2007).

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Job Analysis

In any organization it is imperative to have a clear job analysis, this way there is nothing

left to guess work. A sound job analysis covers the major personal and physical requirements,

duties, individual qualities needed as well as educational and training requirements. This job

analysis presentation will emphasize that Conducting and administering fiscal operation within a

medial institution is the sole responsibility of the Health Care Administrator. It will also list

several personal and physical requirements, individual qualities needed to run an effective

organization, duties expected of an administrator and any educational or training requirements in

greater detail. After all the moral reputation on an institute is derived by the administrators and

its management of a facility. This is why proper communication skills will be considered a

necessity. Then next section will begin our discussion of the importance of the Selection Process.

Note: Please see Attachment to view Job Analysis PowerPoint Presentation.

Process of Selection

Applications for works in the medical field are at an all-time high and therefore increase

competition of for the jobs that are available. Therefore, it is the responsibility of the HR

department to establish an effective selection process to seek out the best applicant for the job,

which can lengthen the selection process if proper use of selection tools has not been established.

This is why it is imperative that HR department establish and use the necessary selection tools

internal and external that best suits the company and produces qualified applicants.

A couple of effective selection tools that I would propose be used for hiring a Health

Care Administrator is: Online job recruitment sites (external) because, it can be viewed
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worldwide, and referrals by employees - a program setup within the company for

recommendation (internal) because an established employee is already familiar with all the ins

and outs of the facility, and the person is already a valuable part of the team therefore, it will

require less transition into the new job title. After the selection process is complete, and qualified

interviewees are selected, the next step is to set up an official interview, which will allow the

interviewer the opportunity to assess and evaluate the interviewee as well as ask questions of the

applicant to help in determine if the applicant is qualified for, and would fit the position of

Health Care Administrator. The interview question would go as follows:

Interview Questions for a HealthCare Administrator

1. Tell me about yourself.

2. Why are you looking for a job?

3. What are you looking for?

4. We have sate of the art technology. Would you be able to jump right in?

5. We don't have many employees who are your age. Would that bother your?

6. Do you feel you are over qualified for this position?

7. What is your biggest weakness?

8. How do you explain the gap in your employment?

9. Where do you want to be in five years?

10. What are your salary requirements?

11. Do you have any questions?

Once an applicant has completed the interview process, and if he/she have been selected

they will receive an employee packet that will provide all necessary forms needed to be filled out

or signed, and inform them of all policies as well as information pertaining to employer provided
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benefits such as: Health and Vision Insurance, Paid Time Off/Holiday's and Paid Vacation Time,

retirement plans such as 401K, pension, savings account with three percent match by the

company annually after the first 12 months of service, training and career development,

employee counseling assistance programs provided, and fitness programs (gym access, personal

trainer, spa/message therapy). This employee packet will also include optional benefits make

available to employees such as: reimbursements accounts, dental and dependent care, and life

insurance policies. Next we begin our discussion on orienting new employees.

Orienting New Employees

Developing an effective orientation is an important task to be designed by the HR

department to assist new employee’s needs as well as positive and welcoming. Because this is

the time when the new employees is introduced to current employees and his/her new work

environment as well as laying down all the ground rules, reviewing polices, and gives the new

employee the opportunity to ask question. The orientation should begin as follows:

We, in HR, believe that it is important to address some sensitive issues during your early

employment with our company. We will start off with Sexual Harassment, which you will find

the HR's definition of Sexual Harassment in your packet, this form is required to be signed and

dated that you have read and fully understand the consequences and what action may be taken,

which will remain in your file as long as you are an employee at this facility. This facility has no

tolerance for this type of behavior, if such an occurrence occurs HR needs to be notified

immediately, and may result in immediate dismissal of the person(s) in question, and the case

will be take before the board of directors to suggest further actions.

The next sensitive subject we will discuss is privacy policies, this facility abides by all

HIPAA, State, Federal and Local guidelines concerning the handling and releasing personal and
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private information. Releasing private information without proper documentation, will result in

your immediate dismissal, and charges may be filed depending on the decision of the board

members about what actions should be taken, you have also received a form in your packet

stating that you have read, and comprehend all requirements concerning handling and releasing

private information this form must be signed and dated and will stay in your file as long as you

are employed with this company.

HR would also like to let you know that we are here to answer any questions or

concerns that you may have we may be contacted Monday thru Friday 8 a.m. until 5 p.m. and

there is a drop box if you wish to remain unknown. HR is here to help you succeed in a safe

and stress free environment, with a comfort and stable work environment. HR will investigate

all claims to the fullest extent. Now if there are no question let us begin during this orientation

we will start off by reviewing your information packets. If you will open your packet you will

see there is a copy of all policies and procedures some of which we have already discussed, job

analysis description of which we will be viewing a PowerPoint Presentation, organizational

charts, benefits and retirement package for this particular position, and your password to gain

access to your company computer systems that you will have the opportunity to change after

you are set in your position as well as a training plan that has been developed for you to

complete. It will also be necessary to complete all government and legal forms, benefit forms;

you will be given an allotted amount of time to complete these forms during this orientation.

The next thing we will discuss is a training proposal.

Training Proposal

According to Bohlander & Snell, Employee training whether new or for established

employees must be conducted to "increase his or her knowledge, skills, and abilities for
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maximum performance." For a Health Care Administrator to run a business successfully, he/she

must have the ability to motivate his/her team members, and maintain customer satisfaction. As

an employee completes his/her basic training there may be additional training measures needed

dependent upon an individual's score and current business standards (Bohlander & Snell, 2007).

During this train proposal there are goals that will need to be reached; I have included a

map outlining an employee's development process and their opportunities for advancements

below in Figure 1. , with narratives describing the train levels and what progress should be met

within the specified time.

Assistant Health Care Administrator

Health Care Administrator

Chief/Health Care Administrator

Figure 1.

The first training position will be Assistant Health Care Administrator. After one-month

of entering this position the trainee will need to have basic knowledge of what it takes and run

the day-to-day activities such as filling out timesheets, organizing and posting employees
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schedules, setting up meetings with board members, your basic assistant duties, and work on

receiving Bachelors Degree in Health Administration, or Financing as well as any necessary test

necessary with the state board of accreditation. This will need to be completed, before

advancement to Health Care Administrator. Then after one-year of holding this position

successfully, and all requirements have been met it would be time to move into the next position

Health Care Administrator.

The training that an employee should have in to be a successful Health Care

Administrator is communication skills training as well as training, skill, and knowledge if what it

takes to run the office as a Chief/Health Care Administrator, by learn the ability to strike a

balance between physicians, employees, and works well with patients, staff and colleagues all

within a year of holding this position. Then if all requirements have been met and are satisfactory

it would be time to advance in positions, and pursue the next job in line Chief/Health Care

Administrator.

The last step in this training process is Chief Health Care Administrator, which is the

head of the chain, and as far as you can go in this job positioning level. When a person has

achieved this level of success, they have the ability to run a successful effective company and is

capable of overseeing the facility's operations, and ensuring efficiency and quick resolutions of

problems as well as being a strategically critical thinker, who can work off the top of the head if

need be to find a resolution that works. However, it never hurts to stay on top of policies and

procedures, and attend training session to freshen and try out new ideas. This would complete the

training process from Assistant Health Care Administrator to Health Care Administrator to Chief

Health Care Administrator. This process of training allows employees time to develop the

necessary skills necessary to become a effective Health Care Administrator with knowledge,
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communication skill, and the respect of their colleagues because they will know how each of the

jobs are to be performed and is able to run a successful productive facility/organization.

Summary

HR is faced with the difficult decision of hiring the best applicant for the job. The

proposal that I have provided will give your HR department the best tools available with a job

analysis presentation, tips for selection tools (internal and external) to be used, an orientation

map outline for new employees, and a training proposal, all to completing this goal, and hire the

best suited applicant for the job within a timely manner. A Health Care Administrators position

is the heart of the team and must be capable of providing success and growth for the company

and its employees.

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References

AARP.org, (2009). Work. Copyright 1995-2009, AARP, All right reserved. A member of AARP

Global Network. Retrieved May 7, 2010, from

http://www.aarp.org/money/work/

Bohlander, G. W., & Snell, S. A., (2007). Managing human resources (14th ed.). Florence, KY:

Thomson Learning Higher Education.

How to Conduct an Effective Employee Interview, (2009). Retrieved June 18, 2010, from

http://smallbusiness.dnb.com/human-resources/workforce-management-hiring-

interviewing/1253-1.html

Human Resource Management (2009). Retrieved June 18, 2010 from,

http://managementthelp.org/hr_mgmnt.htm