The health care delivery system is currently experiencing a paradigm shift regarding the functionality and application of talent within their human resource departments. Many health care organizations include the human resources department in their decision-making processes to obtain a greater degree of transparency regarding employee input. As an example, the human resource department can provide recommendations on managing employee concerns and suggestions to improve positive health care outcomes for patients. This process of inclusion greatly helps to reduce patient complaints as well as issues associated with noncompliance of state and federal policies as well as accreditation standards. Further, human resource departments are considered experts in the areas of employee performance evaluation, recruitment, and training. Last, employee retention and job satisfaction in the health care delivery system is vitally important for health care organizations to maintain high care standards; therefore, human resource departments are tasked with providing employees a working environment that inspires both personal and professional growth opportunities.
As the human resources director, you are responsible for determining the actions taken for the following scenarios, as assigned by the first initial of your last name.
In your discussion post, address the following:
· Identify which job titles would be the best to fill the back-up roles. Explain your choices.
· Describe the traits and characteristics that would be best suited to fill each role.
· Discuss the advantages and disadvantages of this plan.
Sample Answer
Job Titles to Fill Backup Roles in Human Resources
Backup Human Resources Director
The best job title to fill the backup role for the Human Resources Director is the Senior Human Resources Manager. This is because the Senior Human Resources Manager is the second-in-command in the HR department and has a deep understanding of all aspects of HR, including employee relations, performance management, recruitment, and training. Additionally, the Senior Human Resources Manager is typically responsible for overseeing a team of HR professionals and has the experience and skills necessary to lead the HR department in the absence of the HR Director.
Backup Human Resources Manager
The best job title to fill the backup role for the Human Resources Manager is the Human Resources Generalist. This is because the Human Resources Generalist has a broad knowledge of all aspects of HR and can provide support to the HR Manager in a variety of areas. Additionally, the Human Resources Generalist is typically responsible for handling a variety of HR tasks on a daily basis, which gives them the experience and skills necessary to step into the role of HR Manager in the absence of the HR Manager.
Full Answer Section
Backup Human Resources Specialists
The best job titles to fill the backup roles for the Human Resources Specialists are the Human Resources Assistants and Human Resources Coordinators. This is because the Human Resources Assistants and Human Resources Coordinators have a good understanding of the basic principles of HR and can provide support to the HR Specialists in a variety of areas. Additionally, the Human Resources Assistants and Human Resources Coordinators are typically responsible for handling a variety of HR tasks on a daily basis, which gives them the experience and skills necessary to step into the role of HR Specialist in the absence of the HR Specialist.
Traits and Characteristics for Backup Roles in Human Resources
The following traits and characteristics are important for individuals filling backup roles in Human Resources:
- Knowledge of HR principles and practices: Individuals filling backup roles in HR should have a good understanding of the basic principles and practices of HR. This includes knowledge of employee relations, performance management, recruitment, and training.
- Experience with HR tasks: Individuals filling backup roles in HR should have experience handling a variety of HR tasks on a daily basis. This experience will give them the skills and knowledge necessary to step into a more senior role in the absence of the regular employee.
- Ability to work independently and as part of a team: Individuals filling backup roles in HR should be able to work independently and as part of a team. They should be able to take initiative and complete projects on time and within budget. They should also be able to collaborate effectively with others and work towards common goals.
- Strong communication and interpersonal skills: Individuals filling backup roles in HR should have strong communication and interpersonal skills. They should be able to communicate effectively with employees at all levels of the organization. They should also be able to build and maintain relationships with employees, managers, and other stakeholders.
Advantages and Disadvantages of this Plan
Advantages:
- Improved succession planning: Having backup roles in place for key HR positions can help to improve succession planning. This is because it ensures that there is a pool of qualified candidates who are ready to step into these roles in the absence of the regular employee.
- Reduced risk: Having backup roles in place can help to reduce the risk of disruption to the HR department in the event that a key employee is unable to work. This is because the backup employee will be able to step in and continue to provide essential HR services.
- Increased employee morale: Having backup roles in place can help to increase employee morale. This is because it shows that employees are valued and that the organization is committed to their development and success.
Disadvantages:
- Cost: Having backup roles in place can be expensive, especially for smaller organizations. This is because it requires paying two employees for the same job.
- Complexity: Managing backup roles can be complex, especially for larger organizations. This is because it requires ensuring that backup employees are properly trained and that they have the opportunity to develop their skills.
- Potential for conflict: If backup employees are not properly managed, there is the potential for conflict between backup employees and regular employees. This is because backup employees may feel that they are not being given enough opportunities to advance their careers.
Overall, the advantages of having backup roles in place for key HR positions outweigh the disadvantages. By carefully considering the costs and benefits of this plan, organizations can develop a system that works for them and helps to ensure the continuity of essential HR services.
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