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Business & Marketing
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English (U.S.)
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Topic:

Module 3 –506 Case: The HR Department

Essay Instructions:

Assignment Overview

In almost every health care organization, no matter the size, there are several departments or individuals that work to support the overall goal of the organization. Not one department is less important than the other, because all departments work together in some manner to support the quality of health care provided. For example, the Facility Management Department’s goals may include ensure cleanliness of the organization and maintaining of grounds (i.e., landscaping). This indirectly impacts quality, as these goals are appreciated by consumers.  Non-clinical support services such as (but not limited to) maintenance, engineering, finance, human resources, admission, compliance, and security all have an important role in health care business operations and administration.

Use the online library, internet, required reading, and other resources to research and develop a more complete appreciation of business operations and administration.

Case Assignment 

Based on your research, select two (2) non-clinical areas/departments of business operations and/or administration that support each other closely (e.g., Billing and Compliance).

Part 1:

In the first part of this assignment you are to choose one (1) of the two (2) selected non-clinical area of business operations and/or administration (e.g., Billing). You are to prepare a 2-page informational report that identifies:  

  1. Leader of the department (e.g., V.P. of Billing)
  2. At least two (2) sub-departments (e.g., Collections and Coding)
  3. Manager and two (2) key personnel in each sub department (e.g., Manger of Collections: Collections Coordinator and Payment Posting Analyst)
  4. Services provided in selected department. 

(Note: Informational reports contain information only and no commentary from the writer. This type of report includes data, facts, and results about a specific subject in detail without any explanation or suggestions. You may choose to use the Billing and Compliance as your two departments, however, you must research and use different employee titles that are used as examples in Part 1 of this assignment.)

Part 2: 

In the second part of this assignment you are to create a 1- to 2-page memorandum that advises the second selected department (e.g., Compliance) of the following:

  1. How the department explained in Part 1 supports second selected department.  
  2. Two trends that have an impact on the department explained in Part 1. Analyze the trends, and thinking as a health care administrator, explain how the two departments can work together to capitalize on these trends to improve operation and bottom line performance. 

Length: 3-4 pages (not including title or reference page)

Assignment Expectations

  1. Conduct additional research to gather sufficient information to justify/support your position and answers to the questions.
  2. Limit your response to a maximum of 4 pages.
  3. Include an introduction and conclusion in your paper.
  4. Support your case with peer-reviewed articles, with at least 3-4 references. Use the following link for additional information on how to recognize peer-reviewed journals:
  5. You may use the following source to assist in your formatting your assignment:

For additional information on reliability of sources review the following 

Essay Sample Content Preview:
Module 3 –506 Case Student’s Name Institution Module 3 –506 Case Introduction The success of a healthcare organization depends to a great extent on the working together of different departments. Two non-clinical departments that support each other are the human resource (HR) department and the finance department. Part one of this paper examines the HR department and the services it provides to facilitate the operations of a healthcare organization. The second part is a memo to the finance department. Part 1 The leader of the HR department is the HR director, who oversees all functions within the department. As informed by Kabene, Orchard, Howard, Soriano, and Leduc (2006), the department covers the affairs of clinical and non-clinical members of staff that are responsible for health intervention. The specific functions that the HR director oversees as the head of the department include recruitment, training and development, compensation and benefits administration, and employee relations (Ojha & Sinha, 2016). Typically, the HR director offers guidance to the members of the department. The HR department is divided into sub-departments that carry out different functions. Two of such sub-departments are recruitment and training. The recruitment sub-department sees to it that the correct numbers of employees who are qualified are hired in order to meet the required staffing ratios (Ojha & Sinha, 2016). The sub-department also organizes job fairs and college visitations to seek the right candidates for the positions in the healthcare organization. It also oversees all the recruitment processes including screening, testing, and interviewing of applicants. The training sub-department is responsible for the development of programs to train staff members so that that they can be equipped with the skills and knowledge necessary for the proper functioning of the healthcare organization. As informed by Kabene et al (2006), a competent and properly workforce is necessary for a successful healthcare system. According to Ojha and Sinha (2016), apart from the HR director, the organization structure of a healthcare institution should have HR manager as well as HR executives to oversee other key functions of the department. In this case, therefore, there is the HR manager, and the recruitment specialist and training manager as the key personnel in the sub-departments identified above. The recruitment specialist prospects and recruits qualified individuals to fill up positions in the organization. The continuity of healthcare operations depends on the input of members of the organization and any shortages may compromise operations. The recruitment specialist sees to it that the right candidates are absorbed by the organization through job fairs, screening, testing, and interviewing. On the other hand, the training manager ensures that the members of the workforce have the necessary skills and knowledge to carry out their duties. In this sense, the training manager i...
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